Smart Education Technology

Address: Block No. c-23 S-10 First Floor, Sanjay Place, Agra | Web: www.smartChaser.in
| Email: [email protected] | Phone: +91 9625161549, +91 9368432577

Smart Education Technology: Office Circular

SUMMARY OF EMPLOYMENT TERMS & CONDITIONS

1. WORKING HOURS
Working Hours– Monday to Saturday (10:00 AM to 7:00 PM)

*Office login post 10 AM, will lead to deduction of leaves which will be adjusted from annual
leaveallocated to an individual. Leaves without pay policy would be applicable once leaves are
exhausted.

On exceptional days, when required, it will be expected of the employee to come in early
or stay late.

Any absence from office for over 1 hour during office hour besides office work shall be
considered as half day leave and over 5 hours shall be considered as full day leave.

2. PROBATION PERIOD FOR EMPLOYEES

All new employees will have to serve a probation period of 3 months from the date of joining
following which they will become permanent employees. However, the probation period can be
extended if the management deems necessary.

3. EMPLOYEE BENEFITS

LEAVE POLICY

Planned Leave Sick Leave

 Staff members will be entitled to 12 working days of planned leave for each full year
of service or 1 working day per month.
  A staff member is eligible for Planned Leave after completion of Probation, effective
from the employment date.

 Planned leave may be taken in units of days or half days. Application to take leave must
be duly authorized by the line manager at least 1 weeks before the period of leave
commences, unless the requested leave is due to an emerge
All leave arrangements are subject to the exigencies of service, which may require that a staff
member takes leave at a time agreed upon by the line manager. However, dueconsideration will
be given to the personal circumstances and preferences of staff members whenever possible.

 The leave year will commence on 1 January and end on 31 December. Calculations of
Planned leave for service less than one year shall be made in proportion to the length
of service. Staff shall be required to take their planned leave within the calendar year.

 Staff may carry forward no more than 6 days of Planned Leave to the next year.

 Encashment of unused leave will not be allowed. Any leave that is not utilized as
provided for shall be automatically forfeited.

 However, in circumstances where the employee has quit, the encashment of his/her
balance of Planned Leave would be allowed to a maximum of 6 days.

o Medical/Sick Leave
 Staff members are entitled to paid medical/sick leave of up to eight (8) working days
annually with full pay.

 Sick leave cannot lead to more than 3 days of leave from office (including weekends
and other holidays). Any such leaves will be presumed to be planned leaves.

 Any staff member who exhausts their sick leave will be required to utilize their Planned
leave in case of continued absence.

 Sick leave of longer than 3 days will require a special approval of the Manager and a
report from a doctor will be essential to determine whether a staff member may be
retired on health grounds.

 Staff may carry forward no more than 4 days of Sick Leave to the next year. Sick leaves
shall not be en-cashed, even upon employee leaving/termination.

 Leaves more than 3 days will have to get an approval from the Business Unit Head as
well as the Manager.
o Employee Rewards and Engagement

 Employees who work hard and go beyond the expected call of duty must be duly
rewarded. For this, each department is going to have an incentives policy to reward
the top performers in the respective departments. This should be communicated to
each employee by respective department heads by end of March’20.
 Employee engagement activities will be carried out on a regular basis. Every quarter at
least once an Open House shall be conducted where employees can share/debate their
views openly and give their feedbacks about company, their work, probable future
tasks/way forward, future strategies, any other inputs related to venture to evolve the
office culture together.

o Work from Home Policy

 Being a startup, we do not wish to actively promote work from home policy, as we feel
it is a very small team which needs to work together as a team for coming quarters to
put up good results and prove our company’s worth to the World.
However, we are not averse to “Work from Home” under special circumstances like:
Personal Family Constraints
Prior day late stays in office, etc.
 All employees shall be eligible for “Work from Home” if all the following points are
met:
At least one-day prior approval of the reporting manager is required and
following email id should be in cc: [email protected]
Maximum Work from Home days in a quarter for any employee must not
increase beyond 6 days
All leaves must be approved by the reporting manager and following email id must be kept in
CC in all such communication, leave@careersocially.

4. TERMS OF SERVICE

BUSINESS CONDUCT
You shall at all times, maintain office decorum, including in dealing with colleagues, both within
the office premises and at client locations.
Any misconduct, like coming into office under influence of alcohol, misbehavior with colleagues
etc. shall be taken seriously.

5. Attendance Monitoring

Attendance will be taken by the finger print scanner records and hence its duty of each employee
to punch in and out every day in the machine scanner. In case of a missing record from the
machine, the employee will be considered on leave unless there’s an approval from line manager
for that date.

6. Performance Evaluation

Each manager is expected to do a thorough performance evaluation of all their team members,
quarterly. If any employee is not performing as per the expectations, he/she should be put on
performance improvement plan (PIP) by the manager along with an email communication. If the
employee is not adhering to the improvement parameters and is proven to be not seriously
taking the feedbacks of the manger or peers, then the employee is liable to be terminated from
the organization without any notice period.

7. Notice Period

Employees need to serve 30 days of notice, post approval of resignation by the reporting
manager. If any employee fails to serve the notice period, the organization may decide to take
legal action against the employee and refuse to give relieving to the employee. Notice period can
be shortened or extended based on mutual discussion between the employee, the reporting
manager and the HR of the organization.

Employees must not take any leaves during the notice period and also ensure a proper and
smooth handover of the company assets, knowledge transfer to the peers, in time before final
relieving.

8. Termination of Employment

There are certain cases due to which the HR might decide to terminate the employment of the
employee with immediate effect. The same would be done only post a discussion with the
employee and reporting manager, as deem fit by the HR and reporting manager, together. Some
of the conditions basis which termination may happen include (but are not limited to):
- Employee going against the company values, despite warning
- Employee disrespecting or harassing his/her sub-ordinates, peers or seniors
- Employee, without the knowledge of the organization, uses company’s assets (data,
mobiles, sim cards, laptops, applications, etc.) for any non-official un-approved work
 - Employee is found to be working simultaneously for some other organization without
manager’s knowledge
-
- Employee is found to be working for any other competitor in same field/domain of work.

In such case, the organization might decide to take a strong legal action also to recover
the sum of business revenue lost in form of the opportunity cost lost due to such action
of the employee
- Employee is put on Performance Improvement Plan (PIP) and is unable to improve the
performance as directed by the manager and the HR within the stipulated time, as
communicated to the employee

I accept all the terms and conditions of the Company as stipulated above.

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