Copyrights by
Revolynk techs private limited
Employee handbook
Updated on
21 Mar, 2025
Contact at
legal@revolynk.com
Chat
With us
Company name: Revolynk techs private limited
Leadership authority : Venkatadri goutham anumala, ceo
Workplace: Corporate office (112/c, sri sai baba officer's colony, madhavapuri colony, sainikpuri, secunderabad, telangana 500094)
Introduction
Warm welcome to revolynk techs
We are thrilled to welcome you to revolynk techs private limited! As you embark on this exciting journey with us, we want you to know that we value your skills, enthusiasm, and commitment to our shared success.
Your contribution will help drive innovation and growth in the ever-evolving technology landscape, and we are confident you’ll thrive in our dynamic and collaborative environment
Company culture
At revolynk techs, we foster a culture of innovation, collaboration, and respect. We believe that every team member's unique perspective contributes to our collective success.
Our environment encourages open communication, creative problem solving, and continuous learning.
We value teamwork and strive to maintain a positive and inclusive workplace where everyone feels supported and empowered to contribute their best.
Values
- Integrity : we uphold the highest standards of honesty and transparency in all our dealings.
- Excellence: we are committed to delivering outstanding results and continuously improving our skills and processes.
- Innovation: we embrace change and seek new ways to solve problems and drive progress.
- Respect : we treat all individuals with dignity and consideration, valuing diverse perspectives and ideas.
- Collaboration: we believe in the power of teamwork and strive to build strong, effective partnerships within and outside the organization.
Mission
Our mission at revolynk techs is to provide cutting-edge technology solutions and exceptional services that drive growth and success for our clients.
We are dedicated to harnessing the power of innovation and expertise to deliver high-quality software development, digital marketing, and vfx and animation services.
Our goal is to be a trusted partner in our clients' journey, creating value through our commitment to excellence and integrity.
We are excited to have you as part of our team and look forward to achieving great things together.
Appointment
You will be reporting to venkatadri goutham anumala, who will oversee your performance and provide guidance on your tasks. Additionally, you will collaborate with your team manager, to ensure alignment with departmental goals and projects.
Reporting manager and department
You will be a part of the which focuses on applications and web deployment operations. Your direct reporting manager is venkatadri goutham anumala, who is responsible for Overseeing your work and providing regular feedback.
Conducting performance reviews and addressing any concerns.
Effective communication with other departments is crucial for the success of our projects.
You are expected to collaborate with relevant teams and departments as necessary to achieve your objectives and contribute to the overall success of the organization. Probationary period and conditions
Probationary period and conditions
Probationary period: your initial employment will be subject to a probationary period of 5 months, during which your performance and fit within the company will be evaluated. Conditions
Performance reviews: regular reviews will be conducted to assess your progress and address any issues.
Training: during the probationary period, you may be required to undergo additional training to improve your skills and knowledge relevant to your role.
Termination: the company reserves the right to terminate employment during the probationary period if performance or conduct does not meet the company standards. Working hours and office timing
Office timings: the standard office hours are from 9:45 am to 7:00 pm, monday to saturday. Login and logout times: you are expected to log in by 9:45 am and log out by 7:00 pm. Attendance rules and regulations
Late login: if you log in later than 9:45 am, it will be considered a late arrival. Accumulation of 3 late logins will be treated as a half-day leave.
Early logout: if you log out before 7:00 pm, it will be considered an early departure. Accumulation of 3 early logouts will also be treated as a half-day leave.
Reporting and documentation: all instances of late logins and early logouts must be reported and documented in the attendance system.
Confirmation of employment post-probation/training
Post-probation review: upon successful completion of the probationary period, your performance will be reviewed. Based on this review, a decision will be made regarding the confirmation of your employment.
Confirmation of employment: if your performance meets the company's standards and expectations, you will be confirmed as a permanent employee, and your terms of employment will be formalized.
Explanation of salary structure
Your compensation package is designed to be competitive and reflective of your role and responsibilities.
The details of your salary structure are outlined in annexure a and include the following components:
Basic salary: the basic salary is the core component of an employee's salary and forms the foundation for other salary components like hra, provident fund, and bonuses. It is a fixed part of the compensation and is paid to the employee without any deductions or additional allowances.
House rent allowance (hra): hra is a salary component provided to employees to cover their housing or rental expenses. It is a part of the gross salary and is usually a percentage of the basic salary.
Leave travel allowance (lta): lta is an allowance provided to employees to cover travel expenses incurred during leave. It applies only to domestic travel and typically covers expenses related to travel by air, rail, or road.
These are additional allowances provided by the company to employees, which are not tied to any specific component like hra or basic salary. They can be used to cover miscellaneous expenses.
Statutory bonus: a statutory bonus is a mandatory bonus provided as per the regulations under the payment of bonus act. It is a fixed percentage of the employee’s salary and is usually paid annually or periodically.
Health insurance: this is the amount the company pays towards providing health coverage to its employees. The insurance covers medical expenses incurred by the employee or their dependents.
The gross salary is calculated as: gross Salary = basic salary + hra + lta + special allowances + statutory bonus
Deductions include
Tax deducted at source (tds): tds is the portion of income tax that the employer deducts from the employee’s salary before it is credited to their account. This deduction is then submitted to the tax authorities on behalf of the employee.
Employees’ provident fund (epf): epf is a government-mandated retirement savings scheme where a portion of the employee's salary is contributed towards their retirement fund. Both the employer and employee contribute to this fund.
Professional tax (pt): professional tax is a state-level tax that is levied on employees by the state government. It is deducted by the employer and paid to the state where the employee works.
The net salary is calculated as: Net salary = total gross salary − total deductions
Payment schedules
During training: you will receive a stipend as per the terms outlined in your offer letter. This stipend is meant to support you during your initial training period. Details of the stipend amount and payment schedule will be communicated separately.
Monthly salary: upon successful completion of the training and confirmation of your employment, you will start receiving your full monthly salary as per the salary structure detailed above. Salaries are credited to your designated company-created salary account at the end of each month.
Bonus/performance-linked benefits
Bonuses: the company may offer performance-linked bonuses based on individual and company performance. The criteria for earning such bonuses will be communicated and assessed periodically.
Performance-linked benefits : additional benefits or incentives may be provided based on your performance reviews. These are designed to reward exceptional contributions and align with the company's performance goals.
Salary revision policies
Annual revision: your salary is reviewed annually to ensure it remains competitive and reflective of your performance. This review is typically conducted at the end of each fiscal year.
Performance review: performance reviews are conducted to assess your contributions and achievements. These reviews play a key role in determiningsalary increases and career progression.
Promotion and career growth: exceptional performance may lead to promotions and corresponding salary adjustments. The criteria and process for promotions will be communicated through regular performance review sessions.
Workplace behaviour
Expectations of professionalism, punctuality, and collaboration
Professionalism: all employees are expected to maintain a high standard of professionalism in their interactions with colleagues, clients, and partners. This includes respectful communication, responsible behaviour, and a commitment to delivering quality work.
Rule: any form of unprofessional behaviour, including inappropriate language or actions, will not be tolerated and may result in disciplinary action.
Punctuality: arriving on time for work, meetings, and appointments is crucial to maintaining a productive work environment. Consistent punctuality demonstrates respect for others' time and contributes to overall efficiency.
Rule: excessive tardiness or unexplained absences will be subject to review and may impact performance evaluations.
Collaboration: effective teamwork and collaboration are essential for achieving our goals. Employees should actively contribute to team efforts, share relevant information, and support their colleagues.
Rule: failure to cooperate with team members or engage in collaborative efforts may result in performance issues being addressed through formal feedback
Dress code
Professional attire: employees are expected to dress in a manner that is appropriate for their role and the nature of their work. While the company maintains a business casual dress code, employees in client-facing roles or meetings may be required to dress more formally.
Rule: attire that is considered overly casual or inappropriate for a professional setting will be addressed, and employees may be asked to adjust their dress accordingly. Use of office equipment, internet, and resources
Office equipment: company-provided equipment, such as computers, printers, and phones, should be used responsibly and solely for work-related purposes. Employees are expected to handle equipment with care and report any malfunctions or issues promptly.
Rule: misuse or damage of office equipment may lead to disciplinary action and potential financial liability.
Internet use: the company’s internet resources are intended for business use. Personal browsing should be kept to a minimum and should not interfere with work responsibilities.
Rule: excessive personal use of the internet or access to inappropriate websites may result in disciplinary action.
Company resources: all company resources, including software and databases, should be used in accordance with company policies. Unauthorized access or use of resources is prohibited.
Rule: unauthorized use or distribution of company resources will result in disciplinary action and may include legal consequences.
Company policies on harassment, discrimination, and bullying
Harassment: the company is committed to providing a work environment free from harassment of any kind. This includes sexual harassment, unwanted advances, and inappropriate comments or behaviour.
Rule: any form of harassment will be investigated thoroughly and may lead to termination of employment.
Discrimination: discrimination based on race, gender, age, religion, disability, or any other protected characteristic is strictly prohibited.
Rule: discriminatory behaviour will result in disciplinary action, up to and including termination.
Bullying: bullying, including aggressive behaviour, intimidation, or psychological abuse, is not tolerated.
Rule: reports of bullying will be taken seriously and addressed promptly, with potential disciplinary action for those found to be engaging in such behaviour.
Code of conduct during business hours
Behaviour: employees should conduct themselves in a manner that reflects the company's values and standards during business hours This includes maintaining a positive attitude, respecting colleagues, and adhering to company policies.
Rule: any behaviour that disrupts the work environment or violates company policies will be addressed through formal disciplinary procedures.
Confidentiality: employees must respect the confidentiality of sensitive information related to the company, clients, and colleagues. Sharing or misuse of confidential information is prohibited.
Rule: breaches of confidentiality will be treated seriously and may result in legal action or termination.
Conflict resolution: disputes or conflicts should be addressed through appropriate channels, such as speaking with a supervisor or hr representative, rather than engaging in disruptive or unprofessional behaviour.
Rule:failure to follow proper conflict resolution procedures may result in further issues being addressed through formal disciplinary measures.
Reporting structure and chain of command
R direct reporting: you will report directly to venkatadri goutham anumala, who oversees the cloud engineering team and provides guidance on cloud projects and performance.
Departmental collaboration:collaborate with the software development and it operations teams and other departments as necessary to ensure cohesive project outcomes.
Design lead: primary point of contact for cloud-related guidance and feedback.
Regular reviews: performance evaluations will be conducted every annum to assess your progress, contributions, and alignment with role expectations.
Feedback and development: constructive feedback will be provided during evaluations, highlighting strengths and areas for improvement. Development opportunities and training may be discussed to support your career growth.
Goal setting: specific goals and objectives will be set in collaboration with your design lead to guide your performance and career development.
Performance metrics:- evaluations will be based on the kpis mentioned above, as well as your ability to meet project requirements, collaborate effectively, and contribute to the team’s success.
Conflict of interests
Policy on conflicts of interest
At revolynk techs private limited, it is essential to avoid situations where personal interests or relationships may conflict with the interests of the company this ensures that all business decisions are made with integrity and in the best interests of the company.
Personal relationships:employees should avoid any personal relationships that may create a conflict of interest or appear to influence business decisions this includes relationships with colleagues, clients, or vendors that could impact objectivity and fairness in decision-making.
External business activities: employees are prohibited from engaging in external business activities or holding positions in other organizations that directly compete with or could affect their duties at revolynk techs This includes owning or operating a business that may create a conflict with their role or responsibilities within the company.
Gifts and favors: accepting gifts, favors, or other benefits from clients, vendors, or business partners that could influence or appear to influence business decisions is prohibited. Any offers of gifts or benefits should be reported as outlined below.
Reporting requirements for potential conflicts
Disclosure: employees must disclose any potential or actual conflicts of interest to their immediate supervisor or the hr department. This includes situations where personal relationships, external business interests, or other factors could influence their impartiality or performance.
Documentation: all reported conflicts of interest will be documented and reviewed. Employees may be required to complete a conflict-of-interest disclosure form to provide detailed information about the nature of the conflict.
Review and resolution: the company will review reported conflicts of interest to determine whether any actions or adjustments are necessary to mitigate the conflict. This may involve reassignment of duties, modification of reporting structures, or other measures to address the conflict.
Failure to report: failure to disclose a conflict of interest or to comply with the company’s policy may result in disciplinary action, up to and including termination of employment.
Ongoing obligations: employees are required to continuously monitor their activities and relationships for potential conflicts of interest and report any new or emerging conflicts as soon as they arise.
Confidentiality
Non-disclosure and confidentiality agreements
Non-disclosure agreement (nda): all employees are required to sign a non disclosure agreement (nda) as part of their employment contract. This agreement legally binds employees to maintain the confidentiality of sensitive company information and trade secrets.
Confidentiality obligation: employees must keep all confidential and proprietary information acquired during their employment secure and undisclosed to unauthorized parties. This includes information related to business operations, client data, financial details, and internal processes.
Data privacy and handling sensitive company/client information
Data privacy: employees must adhere to all applicable data protection laws and regulations when handling personal data. This includes ensuring the security and confidentiality of both company and client data.
Sensitive information: sensitive company or client information must be stored securely and accessed only by authorized personnel Employees are prohibited from sharing sensitive information via unsecured methods, including personal email accounts or unencrypted communications.
Handling procedures: employees must follow established procedures for handling and disposing of confidential information This includes proper document disposal methods and secure storage practices for physical and electronic records.
Reporting breaches: any suspected breaches of data privacy or unauthorized disclosure of confidential information must be reported immediately to the hr department or it security team Prompt reporting is crucial for mitigating potential damage and addressing the issue. Intellectual property rights Ownership of work: any work, including designs, code, content, or other intellectual property developed during the course of employment, is the exclusive property of revolynk techs private limited This applies to all creations related to or resulting from the employee's role at the company.
Use of company resources: any intellectual property developed using company resources or during working hours is considered the property of the company Employees do not retain any personal rights to such intellectual property.
Post-employment obligations: upon termination of employment, employees must return all company property, including documents, electronic files, and intellectual property. Continued use or disclosure of company-developed intellectual property post-employment is prohibited.
Strict actions and enforcement
Disciplinary actions: any violation of confidentiality policies, including unauthorized disclosure of confidential information or intellectual property, will result in disciplinary action This may include formal warnings, suspension, or termination of employment, depending on the severity of the breach.
Legal consequences: in cases of significant breaches or unauthorized use of confidential information or intellectual property, the company reserves the right to pursue legal action to protect its interests and seek damages.
Continuous training:employees will receive ongoing training on data privacy, confidentiality, and intellectual property rights to ensure understanding and compliance with these policies.
Leave policy
Annual leave entitlement
Casual leave (cl)
- Purpose: casual leave is intended for short-term absences due to personal matters or unforeseen circumstances.
- Application: casual leave must be applied for in advance whenever possible. In cases of emergency, notification should be provided as soon as feasible.
Sick leave (sl)
- Entitlement: employees are entitled to 10 sick leaves per year.
- Purpose: sick leave is for instances where an employee is unable to work due to illness or medical reasons.
- Application: sick leave should be reported to the immediate supervisor as soon as possible.
- A medical certificate may be required for absences exceeding 2 consecutive days. Work from home option (wfh)
- Entitlement: employees are entitled to 8 work-from-home days per year.
- Purpose: the work-from-home option allows employees flexibility for personal matters or situations were working remotely is preferable.
- Application: requests for work-from-home days should be submitted in advance and approved by the supervisor. Ensure that productivity and availability are maintained while working from home.
Earned leave (el)
- Entitlement: employees earn 16 earned leaves per year.
- Purpose: earned leave is for planned time off, such as vacations or personal projects. It accumulates over the year and can be carried forward as per company policy.
- Application: earned leave requests should be submitted in advance for approval. It is advisable to plan leave in coordination with project timelines and departmental needs.
Maternity/paternity leave
- Maternity leave: female employees are entitled to 12 weeks of maternity leave as per legal requirements. This leave is available for childbirth and recovery.
- Application: maternity leave requests should be submitted with a medical certificate. The company will adhere to applicable laws and regulations regarding maternity leave.
- Paternity leave: male employees are entitled to 2 weeks of paternity leave for the birth of their child.
- Application: paternity leave requests should be submitted with advance notice. This leave is intended to support employees during the early stages of parenthood. Public holidays
- Recognized public holidays: the company recognizes the following public holidays according to the govt of india and indian calendar bank holidays.
- Policy: employees are not required to work on these holidays, and they will be considered paid leave days.
Unpaid leave and special circumstances
- Unpaid leave: in addition to the paid leave entitlements, employees may request unpaid leave for personal reasons or emergencies.
- Application: unpaid leave requests should be submitted with a detailed explanation and are subject to approval based on company policy and operational requirements.
- Special circumstances: special leave provisions may be considered for extraordinary circumstances such as bereavement or extended personal crises
- Application: requests for special leave should be submitted with appropriate documentation and will be reviewed on a case-by-case basis.
Notice period
Length of notice period
Standard notice period: the standard notice period for termination of employment, whether initiated by the employee or the employer, is 60 days.
Employee notice: employees are required to provide 60 days' written notice before resigning from their position. This allows the company to make necessary arrangements for a smooth transition.
Employer notice: the company will also provide 60 days' written notice to employees in the event of termination, unless otherwise specified in the employment contract or under exceptional circumstances.
Conditions for terminating employment
By employee
Notice requirement: employees must submit a formal resignation letter with a 60-day notice period to their immediate supervisor and hr department.
Work handover: during the notice period, employees are expected to complete ongoing tasks and assist in the handover of responsibilities to ensure a smooth transition.
Early termination: if an employee wishes to leave before the end of the notice period, they must obtain approval from their supervisor. The company may accept the resignation earlier, but this is at the discretion of the management.
By employer
Notice requirement: the company will provide a 60-day written notice to the employee if their employment is to be terminated. In cases of serious misconduct or breach of company policies, immediate termination may occur without notice.
Termination conditions: the company reserves the right to terminate employment for reasons including but not limited to performance issues, policy violations, or redundancy. Such terminations will be conducted in accordance with company policies and applicable labour laws.
Pay-in-lieu of notice
Relieving letter
Employee pay-in-lieu: if an employee is unable to fulfil the notice period, they may be required to pay the company an amount equivalent to their salary for the remaining notice period This amount will be deducted from the final settlement.
Calculation: the pay-in-lieu of notice will be calculated based on the employee's current salary and the number of days remaining in the notice period.
On separation
Exit procedure
Handing over responsibilities
Transition plan: employees must work with their supervisor to create a transition plan for handing over their responsibilities. This includes documenting ongoing projects, tasks, and any critical information that needs to be transferred to the successor or team members.
Final handover: employees are required to complete the handover process before their last working day. This may involve meetings with colleagues or the new employee taking over their role to ensure a smooth transition.
Return of company assets
Assets to be returned: employees must return all company-owned property, including but not limited to laptops, mobile phones, access cards, documents, and any other equipment or materials.
Condition:all returned assets should be in good working condition. Any missing or damaged items may result in deductions from the final settlement.
Final settlement process
Pending salary
Calculation: the final settlement will include any pending salary up to the last working day, calculated on a pro-rata basis if necessary.
Deductions: any dues such as pay-in-lieu of notice, outstanding loans, or other recoveries will be deducted from the final settlement amount.
Benefits
Prorated benefits: any pending benefits, such as accrued earned leave, will be calculated and paid out as part of the final settlement.
Insurance and other benefits: the status of health insurance or other benefits will be reviewed, and applicable provisions or reimbursements will be handled according to company policy.
Providing a relieving letter and experience certificate
Relieving letter
Purpose: a relieving letter will be provided to confirm the employee’s release from their duties and their formal exit from the company.
Content: the relieving letter will include details of the employee’s tenure, role, and confirmation that they have completed all exit formalities.
Experience certificate
Purpose:an experience certificate will be issued to document the employee’s role, duration of employment, and performance. This serves as a formal acknowledgment of their contributions to the company.
Content: the experience certificate will include information about the employee’s job title, responsibilities, and overall performance during their tenure.
Post-employment restrictions
Non-compete clause
Restrictions: employees may be subject to a non-compete clause that restricts them from joining or starting a competing business within a specified geographic area and timeframe after leaving the company. Details of this clause will be included in the employment agreement and should be reviewed carefully.
Confidentiality obligations
Ongoing confidentiality: employees are required to adhere to confidentiality obligations even after their employment has ended. This includes not disclosing or using any confidential or proprietary information obtained during their tenure with the company.
Legal actions
Enforcement: any breach of post-employment restrictions, including non-compete or confidentiality obligations, may result in legal action by the company to protect its interests.
General
Work from home/remote work policy
Eligibility
Policy: the work-from-home (wfh) option is available to employees as part ofour flexible working arrangements. Employees are entitled to 8 wfh days per year, subject to approval by their supervisor.
Criteria:eligibility for wfh may be based on job role, performance, and operational requirements. Employees should discuss their wfh needs with their supervisor and ensure it aligns with their responsibilities.
Approval and scheduling
Request: employees must submit a wfh request in advance, specifying the dates and reasons for remote work. The request should be approved by the supervisor to ensure adequate coverage and continuity of work.
Availability: employees working remotely must be reachable during regular office hours and maintain productivity levels equivalent to in-office work.
Security and equipment
Data security: employees are responsible for ensuring the security of company data and systems while working remotely. This includes using secure networks and following company it security protocols.
Equipment: employees should use company-provided equipment and ensure it is maintained and used appropriately. Any technical issues should be reported to the it department.
Emergency contact procedures
Emergency contacts
List: employees should maintain up-to-date emergency contact information with the hr department. This includes personal emergency contacts and any medical information that may be necessary in case of an emergency.
Procedure: in case of an emergency, employees should immediately inform their supervisor and hr. The company will take appropriate steps to assist and ensure safety.
Evacuation plan
Training: employees will receive training on emergency procedures, including fire drills and evacuation plans Familiarize yourself with the company's emergency response protocols.
Exits: know the nearest emergency exits and assembly points within the office premises.
Health and safety guidelines
General health and safety
Standards: the company is committed to maintaining a safe and healthy work environment. Employees should adhere to health and safety guidelines, including proper ergonomics, safe equipment use, and reporting potential hazards.
Compliance: follow all applicable health and safety regulations and company policies. Report any safety concerns or incidents to the hr or facilities management immediately. Health measures:
Hygiene: practice good personal hygiene and cleanliness. Use hand sanitizers and follow any additional health measures recommended by the company, especially during flu season or health crises.
Sick policy: if you are unwell, stay home and seek medical advice. Notify your supervisor and hr if you are taking sick leave.
Travel and reimbursement policies
Business travel
Approval: all business travel must be pre-approved by the employee’s supervisor. This includes domestic and international travel for business purposes.
Booking: travel arrangements should be made through approved channels or travel agencies as per company policy.
Reimbursement
Expenses: employees are eligible for reimbursement of reasonable and necessary business expenses incurred during travel. This includes transportation, lodging, meals, and other business-related expenses.
Procedure: to claim reimbursement, employees must submit a detailed expense report along with original receipts and any required documentation. Follow the company’s reimbursement procedure and submit reports within the specified timeframe.
Travel policy compliance
Guidelines: adhere to company travel policies regarding allowable expenses, travel booking procedures, and reporting requirements. Non-compliance may result in disallowance of certain expenses.
Disciplinary procedure
Guidelines on handling disciplinary issues and misconduct
Definition of misconduct:
Types: misconduct includes, but is not limited to, violations of company policies, unethical behaviour, performance issues, absenteeism, tardiness, harassment, and insubordination. Examples: specific examples of misconduct may include unauthorized absences, misuse of company resources, failure to meet performance expectations, and disrespectful behaviour towards colleagues.
Reporting and investigation
Reporting: employees who observe or are aware of misconduct should report it to their supervisor or hr department. Reports should be made in a timely manner and in good faith.
Investigation: the company will conduct a fair and thorough investigation into reported misconduct This includes interviewing relevant parties, gathering evidence, and reviewing the circumstances of the alleged misconduct.
Process for warnings, suspensions, and terminations
Warnings
Verbal warning: for minor infractions or initial misconduct, a verbal warning may be issued. The employee will be informed of the issue and given an opportunity to correct their behaviour.
Written warning: if the misconduct persists or is more serious, a formal written warning will be issued. The written warning will detail the nature of the misconduct, required corrective actions, and the potential consequences of further violations.
Documentation: all warnings, both verbal and written, will be documented and placed in the employee’s personnel file.
Suspensions
Purpose: suspensions may be imposed as a temporary measure while the company investigates serious allegations or as a disciplinary action for repeated or severe misconduct.
Duration: the length of suspension will be determined based on the severity of the misconduct and will be communicated to the employee in writing.
Unpaid suspensions: suspensions may be unpaid, depending on the nature of the infraction and company policy.
Terminations
Grounds for termination: termination of employment may occur due to serious misconduct, repeated violations of company policies, or failure to improve performance after repeated warnings.
Procedure
Notice: employees will be provided with a written notice of termination, including the reasons for termination and any applicable notice period or pay-inlieu.
Exit meeting: an exit meeting will be conducted to discuss the termination, return of company property, and final settlement details.
Final settlement: the final settlement will include any pending salary, benefits, and deductions for unpaid notice period or other recoveries.
Appeals
Process: employees who disagree with disciplinary actions may appeal the decision by submitting a written appeal to hr or a designated appeals committee The appeal should include a detailed explanation of why the employee believes the decision was unjust.
Review: the appeal will be reviewed impartially, and a final decision will be communicated to the employee. The decision on the appeal is final and binding.
Confidentiality
Handling: all disciplinary procedures will be handled with confidentiality to protect the privacy of all parties involved. Information regarding disciplinary actions will be disclosed only to those who need to know.
Legal compliance
HAdherence: disciplinary procedures will be conducted in accordance with applicable labour laws and regulations. The company will ensure that disciplinary actions are fair, non-discriminatory, and consistent with legal requirements.
Company property usag
Rules regarding the use of company-issued devices
Authorized use
Purpose: company-issued devices, including laptops, mobile phones, and other equipment, are provided for business purposes only. Employees are expected to use these devices solely for work-related activities.
Personal use: limited personal use of company devices is allowed but should not interfere with work duties or affect the device's performance. Excessive personal use may result in disciplinary action.
Care and maintenance
Responsibility: employees are responsible for the proper care and maintenance of company-issued devices This includes keeping the equipment clean, securing it from damage, and reporting any malfunctions or issues to the it department promptly.
Illegal activities: employees are prohibited from using company devices for illegal activities, including but not limited to, unauthorized software installations, accessing inappropriate websites, or engaging in fraudulent activities.
Prohibited use
Misuse: misuse of company devices, such as sharing login credentials or using them for personal business, is prohibited and may result in disciplinary action.
Security: devices should be secured with passwords, locked when not in use, and kept in a safe location. Employees must ensure that devices are not left unattended in public or unsecured areas.
Return of devices
Exit procedure: upon termination or resignation, employees must return all company-issued devices and accessories in good condition. Failure to return devices or returning them damaged may result in deductions from the final settlement. Data and cybersecurity policy
Data security
Protection: employees must ensure that company data is protected against unauthorized access, loss, or theft. This includes securing physical documents, using strong passwords, and locking devices when not in use.
Handling: sensitive and confidential information should be handled with care, and employees must follow established protocols for data storage, sharing, and disposal.
Cybersecurity measures
Software updates:employees are required to keep company devices updated with the latest security patches and antivirus software The it department will provide guidance on necessary updates and security measures.
Phishing and scams: employees should be vigilant against phishing attempts, malware, and other cybersecurity threats Any suspicious emails or activities should be reported to the it department immediately.
Remote access
Secure connections: when accessing company systems remotely, employees must use secure connections, such as vpns (virtual private networks), and adhere to company guidelines for remote work.
Confidentiality: employees must ensure that remote work does not compromise the confidentiality of company information. Avoid accessing sensitive data on public or unsecured networks.
Incident reporting
Procedure: any cybersecurity incidents, including data breaches or suspected malware infections, must be reported to the it department immediately The company will investigate and address incidents as per established protocols.
Responsibility: employees are responsible for cooperating with the investigation and following instructions to mitigate any potential damage or risks associated with cybersecurity incidents.
Training
Awareness: employees will receive training on data security and cybersecurity best practices. Regular updates and refresher courses will be provided to ensure awareness of the latest threats and mitigation strategies.
Amendment of policies
Company’s right to update policies
Policy review and changes
Rights: the company reserves the right to review, amend, and update its policies, including but not limited to those outlined in this employee handbook, at any time. These updates may be necessary to comply with changes in legal requirements, business needs, or operational efficiencies.
Scope: amendments may include changes to company policies, procedures, rules, and benefits. The company will ensure that any changes align with applicable laws and regulations.
Implementation
Effective date:changes to policies will be effective from the date specified in the notification of the amendment. Employees are expected to adhere to the updated policies from that effective date.
Consistency: while the company will strive to ensure that changes are implemented consistently and fairly, the right to modify policies is at the company's discretion.
Notification of policy changes
Communication
Formal notification:employees will be formally notified of any policy changes through official communication channels. This may include emails, internal memos, or updates on the company intranet.
Acknowledgment: employees may be required to acknowledge receipt and understanding of the updated policies. This acknowledgment may be in the form of a signed document or an electronic confirmation.
Access to updated policies
Availability: updated policies will be made available to all employees via the company intranet, email distribution, or physical copies as appropriate. Employees should regularly check for updates to ensure they are aware of the latest policies.
Request for information: if employees have questions or require clarification regarding policy changes, they should contact the hr department for further information and guidance.
Training and support
Training: the company may provide training sessions or informational briefings to ensure employees understand new or revised policies. Participation in such training may be required for compliance.
Support: hr or designated personnel will be available to address any concerns or queries employees may have regarding the amended policies.
Other important policies
Anti-harassment policy
Policy statement
Commitment: the company is committed to maintaining a workplace free from harassment, discrimination, and retaliation. Harassment of any kind, including sexual harassment, verbal abuse, or bullying, is strictly prohibited.
Definition
Harassment: harassment is defined as unwelcome behaviour that creates a hostile, intimidating, or offensive work environment. This includes, but is not limited to, inappropriate comments, jokes, physical contact, or gestures.
Reporting
Procedure: employees who experience or witness harassment should report it immediately to their supervisor, hr department, or through the company's designated reporting channels. Confidentiality: the company will handle all harassment complaints confidentially and will only disclose information on a need-to-know basis.
Investigation
Process: the company will conduct a prompt and thorough investigation into all reported harassment incidents. The investigation process will include interviewing relevant parties and reviewing evidence.
Outcome: appropriate action will be taken based on the investigation's findings. This may include disciplinary action against the perpetrator, up to and including termination of employment.
Rievance redressal mechanism
Policy statement
Objective: the company provides a structured grievance redressal mechanism to address and resolve employee complaints and concerns effectively and fairly.
Scope: this mechanism applies to all work-related grievances, including those related to workplace conditions, interpersonal conflicts, or management practices.
Guidelines
Professional conduct: when representing the company on social media, employees must maintain professionalism and adhere to company values and policies.
Personal accounts: employees should clearly state that opinions expressed on personal social media accounts are their own and do not represent the views of the company.
Confidentiality: employees must not disclose any confidential or proprietary information about the company, its clients, or its operations on social media.
Prohibited activities
Negative comments: employees must not post negative comments or complaints about the company, its employees, or its clients on social media.
Misuse: employees should not use social media to harass, discriminate, or engage in any form of inappropriate behaviour.
Confidentiality: employees must not disclose any confidential or proprietary information about the company, its clients, or its operations on social media.
Non-disclosure and non-compete policies
Non-disclosure policy
Confidentiality: employees are required to sign a non-disclosure agreement (nda) to protect sensitive and proprietary information. This includes trade secrets, business plans, client information, and other confidential data.
Obligations: employees must not disclose confidential information to unauthorized individuals or use it for personal gain.
Non-compete policy
Restriction: employees may be subject to a non-compete clause that restricts their ability to work for or start a competing business within a specified geographic area and timeframe after leaving the company.
Scope: the non-compete agreement will specify the duration, geographic scope, and nature of restricted activities. Employees must adhere to these restrictions to protect the company’s business interests.
Enforcement
Legal actions: the company reserves the right to enforce non-disclosure and non compete agreements through legal action if necessary. Violations of these agreements may result in legal consequences and potential claims for damages. Training and development Information on learning opportunities, training, and development
Commitment to growth
Objective: the company is committed to the continuous growth and development of its employees We believe that investing in training and development enhances individual performance and contributes to the overall success of the company.
Scope: this commitment includes providing access to various learning opportunities, professional development programs, and skill enhancement activities.
Training programs
Onboarding training: new employees will receive comprehensive onboarding training to familiarize themselves with company policies, procedures, and their specific job roles.
Technical training: employees may have access to technical training programs relevant to their job functions. This includes workshops, online courses, and certifications in specialized areas.
Soft skills training: the company provides training to develop essential soft skills, such as communication, leadership, and team collaboration.
Development opportunities
Professional development: employees are encouraged to pursue professional development opportunities that align with their career goals and the company’s needs. This may include attending conferences, seminars, and industry events.
Mentoring and coaching: the company offers mentoring and coaching programs to provide guidance, support, and feedback from experienced professionals within the organization.
Opportunities for skill enhancement and promotion
Skill enhancement
Learning resources: employees have access to a variety of learning resources, including online training platforms, industry publications, and internal knowledge sharing sessions.
Career development plans: employees are encouraged to work with their supervisors to create personalized career development plans that outline their skill enhancement goals and the steps needed to achieve them.
Promotion pathways
Career growth:employees demonstrating exceptional performance, commitment, and skill development may be considered for promotions and increased responsibilities. Promotion decisions will be based on merit, performance, and alignment with company goals.
Performance reviews: regular performance reviews will be conducted to assess employee progress, achievements, and areas for improvement. These reviews provide a basis for discussing career advancement opportunities.
Continuous feedback: employees will receive ongoing feedback from supervisors and peers to support their development and address any areas of concern.
Feedback and support
Development reviews: development reviews will be conducted periodically to evaluate progress towards career goals and adjust development plans as programs, such as tuition reimbursement or financial support for relevant courses or certifications.
Approval process: employees seeking educational assistance should submit a request to their supervisor or hr department, outlining the relevance of the course or program to their job role and career development.
Internal job postings: the company promotes internal job postings to provide employees with opportunities to apply for new roles or advance to higher positions within the organization.
Recognition
Achievements: the company recognizes and rewards employees who achieve significant milestones in their training and development. This may include formal recognition programs, certificates, or awards.
Conclusion
Thank you for taking the time to review the employee handbook. This document is designed to provide you with a clear understanding of our company’s policies, procedures, and expectations. Our goal is to ensure that you have the information and resources you need to succeed in your role and contribute to the success of revolynk techs private limited.
Scope: this mechanism applies to all work-related grievances, including those related to workplace conditions, interpersonal conflicts, or management practices.
Key takeaways
Company values and culture: we are committed to fostering a positive, inclusive, and professional work environment. Our values guide us in our daily interactions and decision-making processes.
Employee responsibilities: understanding your role, reporting structure, and key responsibilities is crucial for your success and the success of our team.
Workplace behaviour: professionalism, respect, and adherence to company policies are essential for maintaining a productive and harmonious workplace.
Conflict resolution and grievance redressal: we provide mechanisms to address and resolve any workplace issues or concerns you may have.
Training and development: we are dedicated to your professional growth and provide opportunities for skill enhancement, career development, and promotion.
Your responsibilities
Adherence: it is your responsibility to familiarize yourself with the policies and procedures outlined in this handbook and to adhere to them in your daily work.
Communication: if you have any questions or need clarification on any aspect of this handbook, please do not hesitate to reach out to your supervisor or the hr department.
Feedback: we value your feedback and encourage you to share your thoughts on how we can improve our policies and practices.
Worked with world’s famous brands and partners
