Employee Handbook – Revolynk Techs Pvt. Ltd.,

1. Introduction

• Revolynk Techs Pvt Limited
• CIN: U62099TS2024PTC189138
• Incorporated on: 03rd September 2024
• Registered Office: H No 1-4-180/112/A, First Floor, S B O Colony, Kapra, Dr A S Rao Nagar, Hyderabad, Secunderabad, Telangana, India, 500062

About Revolynk Techs Pvt Limited

Revolynk Techs Pvt Limited is a technology-driven company established in Hyderabad, Telangana, with the vision to invent the future world by implementing Digital Al and enabling technology transformation. Our purpose is to build the next generation of businesses and experiences that help organizations scale their sales, revenue, customer experience, product design, research, and operational efficiency. Since our inception, we have believed in the power of innovation and transformation. We recognize that businesses today stand at the intersection of change, and our role is to equip them with cutting-edge digital tools, platforms, and strategies that will elevate their competitive advantage. Revolynk is more than just a service provider; it is a partner in growth, innovation, and sustainable transformation.

Vision

Our vision is to invent the future world by integrating Artificial Intelligence, Cloud, and Technology Transformation into every aspect of business. We aspire to redefine how organizations interact with their customers, design their products, conduct their research, and manage their demand and supply cycles. Through innovation, creativity, and technical expertise, we aim to create new benchmarks in digital excellence that inspire industries and communities alike.

Mission

Our mission is to empower businesses with transformative technology solutions that elevate efficiency, productivity, and experience. We are committed to delivering excellence across multiple service areas, including Al & Data Analytics, Cloud Services, Cybersecurity, Application Development, Digital Marketing, Consulting, VFX, and Game Design. We work with a mindset of partnership and collaboration, ensuring that every client engagement is not only a project but also a journey toward long-term success. By combining innovation with discipline, creativity with execution, and vision with practicality, our mission is to help businesses thrive in the digital-first world.

Our Core Values

At Revolynk, our work culture and principles are anchored in the following values:

1. Innovation First - Continuously striving to find better solutions and inventive approaches.
2. Integrity & Transparency - Conducting business with honesty, fairness, and respect.
3. Excellence in Delivery - Committing to quality, efficiency, and impactful results.
4. Collaboration & Teamwork - Building success through cooperation and shared responsibility.
5. Customer-Centricity - Placing our clients' needs and growth at the heart of everything we do.

Who We Are - The Voyagers

At Revolynk, we call our team members "Voyagers". The word Voyager signifies a traveler who moves with purpose, speed, and determination toward new horizons. We believe our employees embody the same spirit - unmatchable energy, relentless curiosity, and a drive to discover what lies beyond the ordinary. Being a Voyager means more than just being part of a company; it means embarking on a journey of exploration, innovation, and growth. Every project is a voyage into uncharted territory, and every client partnership is an opportunity to chart new maps of success. Our Voyagers are leaders, dreamers, problem-solvers, and creators who never settle for less and always strive for the extraordinary. The spirit of Voyagers also represents collaboration and unity. Just as explorers rely on their crew to navigate vast oceans and unknown lands, we rely on each other to achieve greatness. Together, our Voyagers form a team that is fast, resilient, and visionary, building not only technologies but also futures.

Inspiration & Growth

Revolynk Techs Pvt Limited began with the belief that technology can shape a better tomorrow. From our early days, we focused on creating meaningful change in businesses, communities, and industries through advanced digital transformation. As we grow, we remain committed to nurturing talent, encouraging creativity, and building an environment where every Voyager can contribute, learn, and thrive. This handbook is not just a rulebook but also a guide to becoming a part of Revolynk's voyage. Every Voyager is encouraged to embrace our values, contribute to our mission, and work with dedication to make our shared vision a reality.

2. Employment Terms

2.1 Working Hours

At Revolynk Techs Pvt Limited, we operate with two main shifts to accommodate various business needs:

1. General Shift (India) 9:30 AM to 6:30 PM IST, Monday through Saturday.
2. International Night Shift (India) 7:00 PM to 3:00 AM IST, Monday through Saturday, primarily for clients or projects operating in different time zones.

All shifts are onsite, and employees are expected to adhere to their designated shift timings. Punctuality and attendance are critical as they directly impact team coordination, project delivery, and client satisfaction. Employees must notify their manager in advance if they are unable to attend or will be late due to unforeseen circumstances.

Additional Notes:

Employees are encouraged to use their break time responsibly and maintain productivity during working hours. Shift schedules may occasionally be revised based on business requirements, and employees will be notified in advance.

2.2 Overtime Policy

Revolynk operates on a strict schedule-based system, and overtime is generally not applicable. Employees are expected to manage their work efficiently within their assigned shift hours. In situations where urgent work is assigned and deadlines are critical, employees must complete the tasks within the given timeframe. Failure to meet deadlines may affect performance evaluations, salary considerations, and future project allocations. While we do not offer overtime pay, exceptional contributions may be recognized in performance reviews or incentive programs. Employees are encouraged to communicate with their managers if workload issues arise to ensure balance and timely completion.

2.3 Probation Period

All new employees at Revolynk undergo a probation period designed to allow both the employee and the organization to evaluate suitability:

• Regular employees: 2 months probation.
• Trainees / Interns: 3 months probation.

During probation, employees are expected to demonstrate skills, dedication, adaptability, and alignment with Revolynk's values. Regular feedback will be provided, and managers may schedule review meetings to discuss performance and expectations.

Confirmation:

Upon successful completion of the probation period, employees will receive a formal confirmation of employment. Unsatisfactory performance, misconduct, or failure to meet expectations may lead to an extension of probation or termination as deemed appropriate by management.

2.4 Notice Period

Revolynk's notice period policy ensures smooth transitions while respecting the company and employee interests:

• For resignation (regular employees): 60 days written notice is required. This allows proper handover of responsibilities and minimizes disruption to ongoing projects. Employees must complete all pending work and assist in knowledge transfer.
• For termination by management: There is no probation or notice requirement, and termination can be immediate in cases of misconduct, breach of company policies, or business necessity.

Additional Guidelines:

• During the notice period, employees are expected to maintain professional conduct, complete pending assignments, and cooperate in handover processes.
• Failure to comply with notice requirements may affect the employee's final settlement.
• Management reserves the right to waive notice period, with or without payment, depending on circumstances.

2.5 Additional Employment Guidelines

To ensure clarity and professional expectations, the following rules apply to all employees:

1. Attendance & Punctuality: Regular attendance is mandatory. Repeated absenteeism without prior approval may result in disciplinary action.
2. Shift Reassignment: Employees may occasionally be asked to work on different shifts or projects depending on client demands.
3. Remote Work Exceptions: While all shifts are generally onsite, limited remote work may be approved by management in exceptional circumstances.
4. Performance Accountability: Employees are responsible for their individual outputs. Consistent underperformance during probation or regular employment may trigger warnings or termination.
5. Holidays & Leave Scheduling: Leave requests must be submitted in advance, and scheduling will depend on team workload and business priorities.

3. Code of Conduct

3.1 Dress Code

At Revolynk Techs Pvt Limited, employees are encouraged to maintain a flexible and professional dress code that reflects both comfort and respect for the workplace. On general working days, employees may choose attire that is smart-casual and appropriate for client interactions and team meetings. Certain occasions, such as cultural events, client visits, or designated theme days (e.g., traditional day, formal day), require employees to dress according to specific instructions communicated in advance. Compliance with these dress guidelines ensures a consistent professional image for the company and fosters a cohesive workplace culture. The dress code is not just about appearance but also about showing respect to colleagues, clients, and the professional environment. Employees are expected to exercise good judgment and maintain attire that is neat, clean, and safe.

3.2 Expected Professional Behavior

Revolynk values respect, integrity, and professionalism in all interactions. Every employee, regardless of position, is expected to demonstrate proper conduct in all forms including verbal and non-verbal communication, posture, and workplace etiquette.

Professional behavior includes, but is not limited to:

• Speaking respectfully to colleagues, managers, and clients.
• Listening actively and responding appropriately in meetings.
• Maintaining courteous interactions during email, chat, and virtual communication.
• Avoiding any form of harassment, discrimination, or offensive behavior.

Employees must also respect personal and professional boundaries. This fosters a harmonious and collaborative workplace, where trust, cooperation, and productivity are prioritized. Misconduct or repeated unprofessional behavior may lead to disciplinary action, including warnings or termination, depending on severity.

3.3 Confidentiality & Data Protection

As a technology-driven company working with Al, cloud infrastructure, cybersecurity, and application development, confidentiality is paramount. All employees must protect sensitive information, whether it belongs to Revolynk or its clients. This includes project data, client credentials, business strategies, internal processes, and intellectual property.

Key confidentiality rules:

• Do not disclose client or company data to unauthorized persons, whether inside or outside the organization.
• Access to client systems, databases, and project files is granted only for work purposes; any misuse is strictly prohibited.
• Employees must use strong passwords, secure devices, and follow cybersecurity best practices to prevent unauthorized access or data breaches.

Violation of confidentiality or data protection rules can result in disciplinary action, legal consequences, or termination, as per company policy and applicable Indian laws, including contracts, IP laws, and cyber regulations. Employees are also required to sign NDA agreements where applicable before accessing sensitive client or company information.

3.4 Use of Company Assets

Employees are entrusted with company assets such as laptops, software licenses, emails, communication devices, and other tools necessary to perform their roles effectively. These assets must be used responsibly, ethically, and solely for work-related purposes.

Guidelines for use of company assets include:

• Do not install unauthorized software or engage in illegal activities on company devices.
• Email and internal communication tools must be used professionally; personal use should be limited and must not compromise security or productivity.
• Any damage, loss, or misuse of company property must be reported immediately to the manager or IT department.

Misuse of company assets - including negligence, theft, or unauthorized distribution of proprietary software or data - will be treated as a serious violation and may lead to immediate disciplinary action, recovery of losses, and legal proceedings if necessary. Employees are expected to treat company resources with the same care and diligence as their own property.

4. Leave & Holidays

4.1 Annual Leave Entitlement (Paid Leave)

At Revolynk Techs Pvt Limited, each employee is entitled to 12 paid annual leave days per calendar year. These leaves are provided to allow Voyagers to rest, recharge, and manage personal commitments while maintaining high productivity and project continuity.

Key rules for annual leave:

• Strict Scheduling: Annual leave cannot be taken in consecutive blocks that exceed standard leave policy. This ensures continuous team availability for project deadlines.
• No Weekend Overlap: Employees cannot combine annual leave with weekends to create extended leave periods unless specifically approved by management.
• Festival Restrictions: Leaves immediately before or after major festival days are generally not allowed, to maintain operational continuity.
• Approval Process: All leave requests must be submitted in advance through the HR portal or Voyager portal and require manager approval. Unauthorized leave or failure to follow the process may result in leave denial or disciplinary action.

Annual leaves are calculated on a pro-rata basis for new employees, and any unutilized leaves at the end of the year may be carried forward only with management approval. The leave policy ensures fairness, operational stability, and accountability for all team members.

4.2 Sick Leave Policy

Revolynk provides 8 paid sick leaves per calendar year to accommodate unforeseen medical or health-related situations. These leaves are separate from annual leave and are intended to support the well-being of our Voyagers.

Guidelines for sick leave:

• Employees must submit a leave request through the HR system or Voyager portal prior to taking sick leave, wherever possible.
• Sick leave requests must clearly mention the reason and duration of absence. In case of prolonged illness, medical certification may be requested.
• Unreported absences or misuse of sick leave may result in deduction of pay or disciplinary action.

This policy emphasizes responsible and transparent use of sick leave while ensuring that teams remain coordinated and clients receive uninterrupted service.

4.3 Public Holidays

Revolynk observes all national holidays of India. Holidays specific to individual states are not automatically granted unless explicitly communicated by management.

Guidelines for holidays:

• Voyagers are entitled to take these holidays as per the official national calendar.
• If a national holiday falls during an assigned shift, employees are not expected to work, unless critical business requirements demand otherwise. In such cases, prior approval from management will be communicated.
• Holidays are not transferable and cannot be exchanged for additional leave unless exceptional circumstances are approved by HR.

This ensures consistency across all teams and maintains equity among employees working in different locations or shifts.

4.4 Work From Home / Remote Work Policy

Revolynk provides limited flexibility for remote work to support work-life balance while ensuring productivity and accountability.

Policy Guidelines:

• Monthly Option: Employees may opt for up to 2 work-from-home days per month, which must be taken together as a single block, not separately.
• Shift Adherence: During remote work, employees must adhere strictly to their assigned shifts (General Shift or International Night Shift) and remain logged in and available throughout the shift.
• Collaboration: Employees must actively collaborate with their team, participate in meetings, and ensure that project deliverables are met.
• Non-Compliance: Failure to adhere to the above rules - including absence from virtual meetings, missed tasks, or inactivity will result in deduction of salary for that day without exception.

This policy balances flexibility with accountability, ensuring that remote work does not compromise team collaboration, client commitments, or project timelines.

5. Compensation & Benefits

5.1 Salary Structure

At Revolynk Techs Pvt Limited, each employee's salary structure and compensation details are provided as part of their offer of employment. The offer letter will outline:

• Basic salary
• Allowances (if applicable)
• Deductions (statutory or otherwise)
• Variable components (performance-linked incentives, bonuses, etc.)

The salary structure is confidential and forms part of the contractual agreement between the employee and the company. Employees are expected to treat this information responsibly and not share it with external parties.

Additional Guidelines:

• Salary components may vary depending on role, experience, and project requirements.
• Changes in salary structure, allowances, or benefits will be communicated in writing by HR or management.

5.2 Salary Payment Cycle

Salaries are processed monthly, with the payment cycle spanning from the 5th to the 10th of each month. Payment includes all eligible components for the completed month and is credited directly to the employee's bank account.

Important Notes:

• Employees are responsible for providing accurate banking details.
• Any discrepancies in salary must be reported to HR within 7 working days of receiving the payment.
• Delays caused by incomplete documentation, incorrect banking details, or non-compliance with HR policies may impact the timely processing of salary.

5.3 Bonus, Incentives, and Performance-Linked Pay

At Revolynk, we encourage a high-performance culture by recognizing exceptional contributions through bonuses, incentives, and performance-linked pay. These components are designed to motivate, reward, and retain top talent while aligning employee performance with company goals.

Key Guidelines:

• Performance Reviews: Bonuses and incentives are typically linked to quarterly or annual performance appraisals, measured against individual goals, team achievements, and organizational impact.
• Project-Based Incentives: Employees who contribute significantly to client projects, innovation, or revenue growth may receive special recognition or monetary rewards.
• Discretionary Awards: Management retains discretion to offer additional rewards, spot bonuses, or recognition programs for exceptional work.

This approach ensures fair and transparent rewards while promoting ownership, accountability, and excellence among Voyagers.

5.4 Insurance, Health Benefits, and Reimbursements

Revolynk is committed to the well-being and security of its Voyagers. As part of our benefits program, employees may be eligible for:

• Health Insurance: Group medical coverage for employees, which may include hospitalization, outpatient care, and wellness programs. Details are provided upon joining.
• Travel & Food Reimbursements: Employees incurring business-related expenses may claim reimbursements in accordance with company policies, subject to submission of valid receipts and approval.
• Wellness Initiatives: Periodic wellness programs, health check-ups, or employee assistance initiatives may be offered to ensure holistic employee well-being.

Additional Guidelines:

• Benefits eligibility may vary depending on employment type, role, and location.
• Employees must adhere to company processes for submitting claims or availing benefits.
• Misuse or falsification of claims is strictly prohibited and may result in disciplinary action.

6. Performance & Evaluation

6.1 Performance Reviews

At Revolynk Techs Pvt Limited, we believe that continuous feedback and structured performance evaluation are key to both individual and organizational growth. To ensure transparency and accountability, every employee undergoes multiple performance reviews throughout the year:

• Monthly Reviews: Informal check-ins to monitor ongoing work, provide guidance, and address any immediate concerns.
• Quarterly Reviews: Formal evaluation of individual contributions, project performance, teamwork, and achievement of predefined goals.
• Half-Yearly Reviews: Comprehensive assessment combining performance metrics, collaboration, leadership potential, and personal growth.
• Annual Reviews: Holistic evaluation covering the entire year, including accomplishments, innovations, leadership qualities, and alignment with company values.

Performance Standards and Consequences:

• Employees who consistently perform below expectations for three consecutive months may be subject to termination, as determined by management.
• High-performing employees will receive recognition, rewards, and enhanced appraisal opportunities, reflecting their contributions and dedication.

The performance evaluation system encourages Voyagers to innovate, collaborate, and take ownership, ensuring a strong alignment with Revolynk's goals.

6.2 Appraisal Overview and Process

Appraisals at Revolynk are structured, transparent, and merit-based. The process involves:

1. Goal Setting: At the start of each quarter or year, employees set measurable goals in collaboration with their managers.
2. Continuous Feedback: Managers provide guidance, constructive feedback, and support to help employees achieve their goals.
3. Self-Assessment: Employees submit self-assessments detailing achievements, challenges, and contributions.
4. Manager Review: Managers evaluate employee performance against key parameters such as productivity, quality of work, collaboration, leadership, innovation, and client satisfaction.
5. Calibration & Approval: HR and senior management review appraisals to ensure fairness, consistency, and alignment with organizational objectives.
6. Outcome & Communication: Results are communicated to employees along with salary adjustments, bonuses, promotions, or development plans where applicable.

Parameters Considered in Performance Evaluation:

• Work Quality & Timeliness: Accuracy, attention to detail, and meeting project deadlines.
• Collaboration & Teamwork: Ability to work effectively with colleagues, sharing knowledge, and supporting team objectives.
• Innovation & Problem-Solving: Creativity, initiative, and the ability to propose impactful solutions.
• Leadership & Ownership: Taking responsibility, mentoring peers, and demonstrating decision-making skills.
• Client & Stakeholder Feedback: Professionalism, responsiveness, and contribution to client satisfaction.

6.3 Promotion and Career Growth

Revolynk is committed to nurturing internal talent and leadership potential. Employees who demonstrate consistent performance, collaboration, and idea-sharing are considered for promotions and career growth opportunities.

Promotion Guidelines:

• Promotions are based on merit, performance consistency, leadership potential, and impact on organizational goals.
• Opportunities exist at all levels, encouraging Voyagers to take initiative, lead projects, and mentor peers.
• Career development plans are designed to align individual aspirations with organizational needs, ensuring mutual growth and satisfaction.

6.4 Training & Development Opportunities

Revolynk actively invests in developing talent, both internally and externally, through structured programs:

• Internship Programs: We offer free and paid internships for students, providing hands-on experience in Al, cloud services, cybersecurity, app development, and digital marketing.
• Talent Development: Exceptional interns and trainees may be offered full-time positions, fostering a strong pipeline of skilled Voyagers.
• Continuous Learning: Employees have access to workshops, training sessions, and online resources to enhance technical and professional skills.

These programs ensure that Revolynk remains innovative and competitive, while employees continuously learn, grow, and contribute effectively to the organization.

7. Disciplinary Policy

7.1 Grounds for Warnings or Termination

At Revolynk Techs Pvt Limited, maintaining a professional, ethical, and collaborative workplace is critical. Employees are expected to adhere to company policies, legal requirements, and professional standards. Failure to do so may result in disciplinary action, which can range from verbal warnings to termination depending on the severity of the violation.

Common grounds for disciplinary action include, but are not limited to:

1. Misconduct: Inappropriate behavior towards colleagues, clients, or management, including harassment, bullying, or offensive communication.
2. Absenteeism & Punctuality Issues: Repeated unauthorized absences, frequent late arrivals, or leaving work without approval.
3. Breach of Confidentiality or Data Security: Unauthorized sharing of company or client data, violation of IT security policies, or mishandling sensitive information.
4. Negligence or Poor Performance: Failure to meet deadlines, repeated errors, or consistent underperformance despite feedback and support.
5. Violation of Company Policies: Non-compliance with workplace rules, IT usage guidelines, or health and safety regulations.
6. Conflict of Interest: Engaging in activities that compete with or harm the company's business interests.

Each violation is investigated fairly, and disciplinary actions are taken proportionally to the seriousness and recurrence of the behavior.

7.2 Escalation Process

Revolynk follows a structured escalation process to address violations, providing employees with clarity, fairness, and opportunities to improve:

1. Verbal Warning: Minor infractions or first-time incidents are addressed through a verbal discussion with the reporting manager. The goal is to provide feedback and guidance for improvement.
2. Written Warning: If the behavior persists or the violation is more serious, a formal written warning is issued, detailing the nature of the violation, expected corrective actions, and consequences of further non-compliance.
3. HR Review and Final Action: Continued or severe violations are escalated to the HR department and senior management. HR evaluates the situation, reviews prior warnings, and determines appropriate action, which may include probation extension, salary deductions, suspension, or termination.

This process ensures transparency, fairness, and documentation of all actions taken while allowing employees an opportunity to correct behavior.

7.3 Immediate Termination Rules

Certain violations are considered gross misconduct and may lead to immediate termination, bypassing the standard warning process. Such actions seriously jeopardize the company, clients, or colleagues and require prompt resolution.

Examples of gross misconduct include:

1. Fraud or Theft: Misappropriation of company funds, assets, or intellectual property.
2. Severe Data Breaches: Unauthorized access, sharing, or deletion of confidential client or company information.
3. Physical Violence or Threats: Assault, threats, or endangering the safety of colleagues or clients.
4. Harassment or Discrimination: Severe cases of harassment, discrimination, or sexual misconduct.
5. Deliberate Misuse of Company Resources: Intentional sabotage, illegal software installation, or misuse of IT infrastructure.
6. Conflict of Interest / Business Sabotage: Actions that directly harm the company's reputation, operations, or client relationships.

In such cases, the employee may be removed immediately from the workplace, and HR will process the termination and final settlement according to company policies and applicable Indian labor laws.

8. IT & Security

8.1 Acceptable Use of Internet, Emails, Software, and Devices

At Revolynk Techs Pvt Limited, employees are provided with IT resources such as laptops, mobile devices, software, emails, and internet access to perform their job responsibilities efficiently. These resources must be used solely for work-related purposes.

Key Guidelines:

• Personal use of company devices or internet must be minimal and must not interfere with productivity.
• Employees must avoid visiting or downloading malicious, illegal, or inappropriate websites.
• Company emails and communication platforms must be used professionally. Misuse, spamming, or sharing confidential information without authorization is strictly prohibited.
• Installation of unauthorized software or third-party tools on company devices is not allowed.
• Violation of acceptable use policies may result in warnings, loss of IT privileges, or termination depending on severity.

8.2 Data Privacy Obligations

Data privacy is critical, especially given Revolynk’s involvement in AI, cloud services, and cybersecurity projects. Employees must:

• Protect client and company data at all times, including passwords, project files, and sensitive business information.
• Avoid sharing login credentials, encryption keys, or internal documents with unauthorized individuals.
• Follow company-approved data storage, transfer, and disposal protocols.
• Non-compliance with data privacy rules may lead to disciplinary action, legal liability, or termination, as well as civil or criminal consequences under Indian IT and data protection laws.

8.3 Cybersecurity Rules

To safeguard company and client assets:

• Employees must use strong, unique passwords and enable multi-factor authentication wherever possible.
• Devices must be locked or logged out when unattended.
• Any suspected security breach or vulnerability must be reported immediately to the IT/security team.
• Employees must adhere to Revolynk’s internal cybersecurity protocols, including encryption, firewall usage, and secure file sharing.

Compliance ensures that Revolynk maintains trust, reliability, and compliance with industry standards, protecting both employees and clients from cyber threats.

9. Workplace Culture

9.1 Diversity, Inclusion, and Anti-Harassment Policies

Revolynk values a diverse and inclusive workplace where every Voyager feels respected, supported, and empowered.

• Discrimination, harassment, or bullying based on gender, caste, religion, ethnicity, disability, or sexual orientation is strictly prohibited.
• Employees must respect colleagues’ differences and contribute to a positive, inclusive, and collaborative environment.
• Complaints of harassment or discrimination will be handled confidentially and promptly by HR and senior management.

9.2 Equal Opportunity Statement

Revolynk is committed to providing equal opportunities for all employees. Recruitment, promotions, training, and assignments are merit-based, ensuring fairness and transparency at all levels.

9.3 Grievance Redressal Process

Employees are encouraged to report workplace concerns through the following process:

1. Step 1: Report the issue to your immediate manager.
2. Step 2: If unresolved, escalate to HR via email or the Voyager portal.
3. Step 3: HR investigates the issue, maintains confidentiality, and proposes resolution.
4. Step 4: If needed, senior management may be involved to ensure a fair and timely resolution.

The goal is to resolve issues amicably, protect employees’ rights, and maintain a professional workplace environment.

10. Exit Policy

10.1 Resignation Process

Employees intending to resign must submit a written resignation to their manager and HR, providing the required notice period (as per Section 2).

10.2 Full & Final Settlement Timeline

Upon completion of the notice period and return of company property, HR will process the final settlement. This includes unpaid salary, leave encashments (if applicable), and any reimbursements, typically within 30 days of the last working day.

10.3 Return of Company Property

Employees must return all company assets, including:

• Laptops, mobile devices, and accessories
• ID cards, access cards, and keys
• Documents, software, and data storage devices

Failure to return property may result in deduction from final settlement or legal action.

10.4 Post-Employment Confidentiality Obligations

Even after leaving Revolynk, employees are legally bound to:

• Maintain confidentiality of all client and company data.
• Avoid sharing proprietary information, trade secrets, or intellectual property.
• Comply with any non-disclosure agreements (NDAs) signed during employment.

11. Legal & Compliance

11.1 Governing Law

This Employee Handbook and all employment relations at Revolynk are governed by the laws of India, specifically under the jurisdiction of Telangana state courts. All disputes will be subject to Indian legal provisions.

11.2 Disclaimer

This handbook is a guide to company policies and practices. Revolynk reserves the right to update, modify, or amend policies at any time. Employees will be notified of major changes, and updated versions will supersede previous editions.

Important Notes:

• Compliance with company policies is mandatory; failure to comply may lead to disciplinary action.
• This handbook does not constitute a contractual obligation beyond what is outlined in the employment agreement.