Rules and Regulations for employees

Every worker must act as per the organization’s strategies, orders, rules, regulations, rules and so forth material now and again.

The Company anticipates that every representative will keep up legitimate propriety. Representatives are expected to behave at work in a way that adds to working effectiveness, productivity, security and an agreeable workplace.

The obligation must be performed in accordance with some basic honesty and a concise detailing of the work done on an entire day must be given to the head office.4. Legitimate registers must be kept up for simply following and record keeping.

No representative will be affected by or utilize mixed refreshments including drinking such refreshments amid the work hours. Any worker landing to work affected by liquor or an unlawful substance won’t be allowed to work.6. No worker will drive a Company’s vehicle or work on any hardware while under the influence of liquor.

You are required to be at your delegated workplace and prepared to start work at the appointed starting time. Sporadic participation or lateness won’t go on without serious consequences and may come about termination.

Representatives will’s identity late or truant from work must advise their Supervisor no less than two (2)hours before the typical beginning time.

By no means should representatives leave the appointed work territory early without express consent from a Supervisor.

Assigned break times are doled out to have meals.11. Representatives who work late or on extra time must guarantee that all lights, cool and equipments are stopped when they leave the workout.

Clothing regulation is to be taken after entirely. Workers must wear their regalia in areas where uniforms are required. You are relied upon to look flawless and adequate while at work.

An augmentation in light of individual execution will be given each year.

On the off chance that workers don’t meet the organization’s desires for execution or lead, necessary corrective move might be made. It is inside the administration’s attentiveness to decide what measures would be proper under every condition.

All the women employees must be available in office during the probation period and once the successful completion of probation period, they can continue the productivity from home as Work From Home.

Timely salary

First off, men and women have to be paid equally i.e. there is equal pay for equal work.

This is guaranteed under The Act of Equal Remuneration, 1976, whereby equal wages are paid to employees irrespective of their physical strength.

Secondly, The Payment of Wages Act stipulates that an employee has to be paid his remuneration in a timely manner. If this doesn’t happen, the employee can approach the Labour Commissioner or file a civil suit. For employees whose salaries are above Rs. 18,000, civil action can be taken against the employer.

Working hours and overtime

These working hours are applicable for both Work From Home and Work From Office.

Working hours per days is 9.30 Hrs Lunch break 1 hrs.
Morning Break 15 min.
Evening Break 15 min.

Leaves

The leave policy for each company has to be framed according to the State legislation and rules.

Each state provides at least 7 holidays for national and state-specific festivals. It is mandatory to grant leave to employees on the 3 national holidays of the country- Republic Day (Jan 26), Independence Day (Aug 15), and Gandhi Jayanti (Oct 2). The rest of the national and festival holidays are at the discretion of the company.

Casual leave - these leaves are kept aside for unforeseen circumstances when an employee might have to attend to some urgent matters at hand. Normally, a company grants up to 1 day of casual leave per month. This leave has not been carriforwarded.

Gratuity

Gratuity is regulated by The Payment of Gratuity Act, 1972. It is the employer’s way of thanking his/ her employee for the service rendered by them. The employee in no way contributes to the gratuity amount. It is a lump sum given by the employer to the employee in case of any of the following:

Retirement
Inability to carry on work due to disability
Death (gratuity is paid to the employee’s nominees)
Superannuation

The amount of gratuity paid depends on the number of years that the employee has served in the company. The minimum number for the same is 5. It is paid as 15 days of salary for every year of the employee’s service and is calculated as follows:

Gratuity= Last month salary x 15 working days x No. of years of service

26 working days

According to the latest 2018 amendment, the amount of gratuity should not exceed Rs. 20,00,000/-.

Gratuity is forfeited in case of misconduct on the employee’s part and his/ her resulting termination. The employee’s misconduct should have been intentional and should have caused financial damage to the employer. Even then, the gratuity shall be forfeited to the extent of the damage caused.

Provident fund The provident fund is a retirement and long-term savings scheme. The Employees Provident Fund Organization of India (EPFO) manages provident fund for all employees receiving a salary in India. Any organization with more than 20 employees has to register with the EPFO.

Both the employees and the employer contribute equally- i.e. 12% of their salary- to the EPF.

Complete or partial withdrawals can be made in case of the following:

1. House construction
2. Medicare
3. Home loan repayment
4. Home renovation
5. Marriage
6. Education expenses
7. Retirement
8. Immigration abroad
However, there is only a specific amount that can be withdrawn and that is subject to the number of years that the service is rendered.

You can only opt out of the scheme at the start of your career. Once you deposit money in the PF, there is no option of backing out.

When it comes to withdrawal, money from the PF cannot be withdrawn during employment. It may be withdrawn only after retirement. If withdrawals are made before completion of 5 years of service, the withdrawn amount will be taxed.

However, in the case of unemployment before retirement, the EPF account holder can withdraw funds. In this case, 75% of the PF can be withdrawn after 1 month of unemployment while the remaining 25% can be claimed after 2 months of unemployment. Or, if the person manages to get another job, the remaining 25% can be transferred to the new EPF account.

Notice Period

The notice period for employees in India is governed by the Industrial Disputes Act (IDA) of 1947. The law outlines the rights and responsibilities of employers and employees, including notice period requirements

Length The notice period can vary depending on the employee's role and the company's policy. Typically, the notice period is 30 days for freshers, and 60 to 90 days for mid-level and senior roles.

Salary Employees are entitled to receive their salary during the notice period.

Written confirmation Employers must provide written payment confirmation at the end of the notice period.

Breach of contract If an employee does not serve the notice period, it is considered a breach of contract. The employer can sue the employee.

Waiver If an employee resigns and requests to leave earlier, the employer may waive the notice period or agree to a shorter notice period.