Plaese Go through Video 

This letter is being written to you all to inform you of certain changes the management has felt it necessary to introduce into the current
policy structure. We hope that all our employees and will read and correctly comprehend our new policy.

THE FOLLOWING LEAVE RULES FOR EMPLOYEES SHALL BE FOLLOWED WHILE AVAILING
THE LEAVES.

PRIOR APPROVAL IN CASE OF PLANNED ACTIVITY :

The employee who wants to avail leave/short leave shall apply for leave/Short leave on leave/short leave application form well in time in
case of planned activity and get prior approval before proceeding on leave. Some examples of planned activities are elaborated for better
understanding i.e. to attend the marriage/other Ceremonies, Exams, Government offices, visit out of city, Medical Tests/check-ups
etc. Such leave application can be moved when you come to know about the activity/occasion date for which you have to avail leave.

IN CASE OF AVAILING LEAVE IN EMERGENCY:

Employees should inform to the Company regarding his casual leaves and later on supposed to submit their approved leave application in HR
Department on very next day. No Late leave applications shall been retrained.

SUBMISSION OF LEAVE APPLICATION IS MANDATORY:

In case of NON-SUBMISSION and / or non approval of leave application, the employee shall be marked absent and 1.5 DAYS SALARY AMOUNT SHALL BEDEDUCTED from his salary irrespective of leaves are in Balance. No automatically leave adjustment shall be made by H.R against the absent days.

ELABORATE THE REASON FOR LEAVE/SHORT LEAVE:

Please elaborate the reason for leave/short leave clearly on leave application form for taking easy & quick decision by approving authority.

No Late leave applications shall be entertained after 2 days.

SHORT LEAVES (RULES FOR OFFICE STAFF)

In case of any serious justified problem, you can leave the premises with the prior permission of the person in charge/concerned & approval authority
on Leave / Short Leave application form. If you are leaving your work without permission and approval as prescribe above, it will be considered misconduct on your part and action may be taken against you accordingly. All employees are bound to follow the rules for short leave.

LEAVE WITHOUT PAY:

If an employee has no leave in his credit the Management has sole discretion to grant leave without pay. In such cases although deduction
shall be made from his salary but the employee will not be considered absent but on _LEAVE WITHOUT PAY.

ABSENT

The employee will be considered absent when he has no leave in his credit and fails to attend his duty.

In the second case, if an employee avails unauthorized leave and his leave application is not approved by the Management.

TERMINATION :

The employee will be considered as Resigned  if there will be no Leave information shared within 2 days of Absent/Completion of leave duration
to management.

The employee will be considered absconding & will be treated as Resign without Notice Period.

DIRECT ON FIELD: (RULES FOR FILED TEAM)

FILED TEAM HAS TO PRIOR INFORM WITH REASON  TO CONCERN SUPERVISOR IF
GOING TO FIELD  DIRECTLY TO ATTEND ANY ACTIVITY .

EMPLOYEE HAS TO SHARE A LIVE LOCATION TO IMMEDIATE SUPERVISOR TO CONFIRM
HIS / HER PRESENTS AT LOCATION & TO MAINTAIN FUTURE ATTENDANCE.

This policy is applicable to all employees of Company who have been appointed on a permanent, full time basis. This will not include contract/part-time or ex-employees. This policy will help lay out the procedure of an employee post his probationary period. 
PROBATION PERIOD:
•    Any employee who joins the Company will be on probation for 3 months from his/her date of joining. 
•    The respective lead/ reporting manager shall brief the employee of the expected performance standards and goals and provide the necessary support, training, and feedback necessary to achieve these standards.
•    During the probation period, the employer/reporting manager will assess the performance and delivery of the said employee which will also be the indicator to the result and behavior of the employee’s actions. As such the employee is expected to deliver the best of his/her performance and ensure high work efficiency.
•    Throughout the probation period the employee will be provided regular feedback on his/her performance. The regularity of such feedback will largely depend on the needs of the individual employee.
•    During probation period, an employee will not be entitled to any kind of leaves. Any leave taken during this period will be considered as Loss of Pay (deducted from salary on a pro-rate basis).
•    A probationer is not a permanent employee; he can be terminated at any time during the period of probation. Similarly a probationer can also leave the organization at any time by giving the notice as per the period stipulated in the appointment order or the standing orders of the company. 
•    If an employee wants to leave the organization before the completion of 30 days or the organization asks you to quit, then the first month's salary of the employee will be forfeited for the adjustment against the notice period and training and administration cost incurred by the company.
•    The notice period applicable during probation is of 30 days. However, immediate termination can occur in reference to reasons cited in the Separation Policy .
CONFIRMATION PROCEDURE:
•    At the end of 3 months (90 days), on completion of the probation period the employee will be given a self-appraisal form which he/she is expected to fill with credibility.
•    Simultaneously the respective lead/ reporting manager will be given a confirmation form to fill to evaluate the performance of his mentee.
•    Following this, there will be a meeting between the employee, the respective lead/reporting manager, and an HR member to discuss the overall feedback.
•    Upon receiving satisfactory feedback, the services of the employee will be confirmed with Company Services Pvt. Ltd and the employee will be handed over a confirmation letter.
•    BENEFITS OF CONFIRMATION:
•    On confirmation, an employee can avail the benefit of leaves which are calculated on a pro-data basis.
•    Post confirmation if an employee wishes to resign then he or she will have to serve a notice period as per the policy applicable for confirmed employees and the terms listed in the Separation Policy_
•    If the employee performs remarkably well during the probation period, he/she may be considered for mid/annual appraisal and thus be eligible for salary revision.
UNSATISFACTORY PERFORMANCE:
•    From the outset of any episode of poor conduct/performance during the probation period, the respective Lead/Reporting Manager should discuss remedial action required by the employee and where necessary give clear, unambiguous warnings if standards are not met. These should be recorded in writing.
•    A maximum of 2such written warnings will be allowed during the probation period and despite this if the employee fails to meet the performance expectations; the company shall hold the right to dismiss the services of the employee.
•    In such an event, the company has the right to terminate the services of the employee with immediate effect or may or may not ask the employee to serve the notice period (30 days).
EXTENSION OF PROBATION:
•    If an employee takes more than 5 leaves in the probation period then his / her probation period will be extended by one month.
•    During the confirmation procedure, despite of unsatisfactory feedback, if the management foresees scope of improvement and potential in the employee, his/ her probation could be considered for extension for not more than a month (30 days).
•    After 30 days, the employee’s performance will be evaluated. If he/she performs satisfactorily during these 30 days, he/she will receive a confirmation letter.
•    Post this extended period of a month the same confirmation process will be repeated and depending on the outcome of that discussion it will be decided if the confirmation will be issued or not. 
•    Still, if the employee’s performance is unsatisfactory, he/her will be given a final chance to perform and his/her probation period will be extended by another 15 days.However if the performance of the employee is satisfactory and is considered for a confirmation, the 15 days extended period pay will be processed.
•    The probation period can be extended twice, one for a period of one month and the other for fifteen days.
•    Following this, if the employee is not able to cope up with the work and upgrade his/ her performance, he/she will directly be asked to leave the organization.
•    A maximum of 1 leave will be allowed during the extended probation period of 30 days and no leaves during the final extension period of 15 days.
At all stages of the probation period the employee must have the opportunity to remedy any work conduct deficiencies and should be provided with development, coaching and counseling by their mentor. The management shall ensure that any decision taken will be fair and just and in line with the business goals and vision of the organization.