HR policies and procedures

Employee policies and procedures are meant to give direction for new and existing employees to follow up to the word such that the company can meet customer requirements and contracts.

POLICIES AND PROCEDURES

The policies and procedures listed below help define the work culture in developing and supporting great applications and customers and ensuring the best learning for all those who become a part of eNova Software and Hardware Solutions (P) Ltd (eNova). Agreeing to these policies and procedures is mandatory for someone to be a part of the team at eNova.

1. Work HARD towards delivery of every project. Look for ways to constantly improve the value we deliver to customers.

2. We are all professionals, treat everyone professionally. No Obscene words to be used at no cost. (It can be a driver or a building worker or cleaning lady - All are HUMANS).

3. Cooperation and sharing of knowledge between each and every employee is a MUST (Feel free to share what you know).

4. Salary information must be kept confidential at all times and cannot be shared with anyone. Such violations will lead to legal action and up to termination.

5. Recognize and help others to maximize on the positives and help each other to correct their negatives. Distractions in any form to a peers work effort will not be tolerated.

6. Workplace hostility or groupism cannot be tolerated. Observation of bias or acts thereof must be reported to management.

7. If you have a doubt, ASK for clarification. Even if you don't understand an email communication, request clarification. It is okay to ask for help to understand.

8. Sloppiness at workplace or failure to reflect the truth cannot be tolerated. Unethical activities when observed must be escalated up to management immediately.

9. Distractions and personal phone calls must be avoided during office hours. ​Phones must be kept in the CUBBY at all times other than break time. Phone consultations to any entity, either existing or old customers or others without management approval will lead to immediate termination and possible legal action.

10. OFFICIAL Cell phones - Employees are given cell phones for official calling from time to time and those phones must be used for official activity only. Calls are monitored and any use outside of official calls will require payment of full monthly bill in full or part to the Company. When an employee loses a device, it is his/her responsibility to replace it in the same condition.

11. Internet access is monitored. Visiting websites outside of business use must be avoided. ​Use of office computers, phone, internet, Stationaries etc must strictly be business related. Use of other people’s computers must be avoided at all times. Do not install unapproved software on your computer. Seek the help of system administrator for any software installation however simple it may be.

12. One must work on eNova related work during business hours. Undertaking any work from outside during this time will impact your performance here and is in direct violation of company policies. Taking up outside work outside of office hours must be reported to management before taking up such role. Violations will lead to immediate termination.

13. Employees must submit their original certificates on the date of joining. A submission receipt may be received upon submission. Certificates may be obtained for a stipulated period for other use after submitting a request and following the formalities set at the office.

14. ALL grievances from the employee can be directly communicated to management at the following number – 93456-36682.

15. Employee issues and opinions about other employees CANNOT be discussed in ANY form.

16. IN AND OUT PUNCH: Employees must sign-in at the facial reader machine at the start/end of the work day or lunch session. ​Your break time including phone calls, breakfast, lunch etc require you to punch out and in. Lunch hour is 30mins across all areas. 8 continuous hours of work will not be accepted as full work day unless it is 9hrs (including break time). Break time cannot be accrued or compensated. Exceptions must be reported up to the HR or business head/management immediately. Delays in signing-in will lead to a (LoP) leave marked with loss of pay irrespective of the accrued leave available. Scheduled leave notices must be approved by Lead/Head of Operations and Management before 2 business days for it to be considered as scheduled leave and handed over to HR department.

17. ANNUAL LEAVE: Annual leave of 12 days excluding holidays declared by the Company is allowed. Leave days will accrue on a monthly basis and cannot be availed in advance. If so, it will be considered a loss of pay.

18. PERMISSIONS: Three permissions are allowed in a calendar month. UN-availed permissions will expire on the last day of the month.

19. All permissions and leave requests must go through HR and management for final approval and the requests must be submitted at the earliest to the HR department. All unapproved leave will lead to loss of pay. Any requests/slips received after the date of permission/leave will be considered as Leave on Loss of Pay. Late notifications will impact performance reviews.

20. STATUS REPORTS: Daily status reports MUST reflect the work performed on a given day. Reports to be emailed to the Lead and Head Business Operations before the end of the day. Sending y​our status report daily is critical. You will be marked “absent on loss of pay” if your status is not received before you punch out that day. HR department at hr@enovasolutions.com must be copied on your status reports.

21. CONFIDENTIALITY STATEMENT: Employees are REQUIRED to keep all business news/tips/tricks/campaign data etc confidential and not share (in any form) with anyone. Violators will face criminal charges.

22. EMPLOYEE RESIGNATIONS: Company follows a strict policy on resignations to ensure an uninterrupted project completion. In lieu of that, Employees are required to submit a 3 month prior notice. Those who resign their jobs without a 3 month notice are required to pay 3 month salary towards loss compensation to the company. In such a situation, any expense/compensation in terms of money or materials or hours invested by the Company must be refunded by the employee. ​During the notice period, there cannot be any time off and such time off will lead to loss of pay and require compensation for time lost before relieving or as deemed by management. Relieving dates past the resignation date will be set by the management. Resignation notices require an acknowledgement (if emailed) or by submission of a physical hard copy that is accepted and signed by HR for start of the notice period.

23. Employee must not carry source code or confidential software/product/marketing information outside of the office. Violations will lead to legal action.

24. The organization will derive its annual revisions and promotions based on individual performance. 

25. CALL HANDLING: Support calls received from customers must be rerouted to company phone number 93456-36682 at all times. Personal phone numbers cannot be given to any customers at any cost. Upon receiving a support call, the attendee (whoever it may be) must make sure a ticket is opened (either by customer or by themselves) within 15mins from receiving the call. If the customer does not have or know how to open a ticket, ask one of the managers to advise on a ticketing account to be used for the customer.

26.  DOUBLE DIP LEAVE: Un planned time off clubbed with a holiday (before or after) without prior approval will be considered as Leave on Loss of Pay for each occurrence. Example: Saturday or Monday off OR a day prior or after a holiday, it will be treated as a 2 day loss of pay for each occurrence.

27.  PERFORMANCE: Annual performance appraisals will be based on the following criteria:
a. Attitude shown towards customer service

b. Attitude shown towards new projects and tasks

c. Successful completion of projects on time over the year

d. Number of repeat issues with projects and/or tickets worked

c. Goals of learning set and how much it was met over the year

d. Maintaining work hours, NOT be a clock watcher, timely planning and completion of tasks

e. Trust in which projects can be assigned without worry of not completing on time

f. Ability to work with others in team

g. Not doing Any other activity that will hurt the overall harmony of the work environment

28. **** DO NOT HESITATE TO COMMUNICATE CONCERNS TO HR AND IF UNRESOLVED TO MANAGEMENT via email kumar@enovasolutions.com or hr@enovasolutions.com. ****

29. The organization is performance driven and the inability of an employee to meet expectation (work place, work quality, workplace standards and policies etc) will lead to corrective action and if not corrected, may lead up to termination with or without notice.

30. Organization holds the rights on giving continuous employment when there are factors beyond its control (ex: war, pandemic, technology sustenance, business viability etc) that may lead to reduction in workforce.

31. UN SCHEDULED LEAVE: Leave without prior notice or approval or no-show that exceeds 3 days will lead to automatic termination of employment and all benefits. However, the employee must adhere proper relieving procedures and pay fines and dues per policy. Failing to do so within 1month from the no-show date, the employee will not be entitled for positive work reference in the future and all documents pertaining to the employee will be archived/destroyed at the choice of the company and the employee agrees to sever the right for the same.

32. NON PERFORMANCE: If an employee deliberately attempts to perform poor with an intent to be terminated is unacceptable. However, the employee agrees to adhere to proper relieving procedures and pay fines and dues per policy.