In this section, we explain our provisions for your working hours and time off. We include five types of leave and holidays.
In this section, we explain our provisions for your working hours and time off. We include five types of leave and holidays.
Paid time off (PTO)
Jury duty and voting
Paternity and maternity leave
Our company operates between 9 a.m. to 6 p.m. on weekdays. You may come to work at any time between 8:30 a.m. and 9:30 a.m, depending on your team’s needs. You are required to complete 8 hours login time on any specific day.
During the time of project delivery or a client requiring immediate attention, we may need to extend the working hours accordingly.
Employees receive 18 days of Paid time off (PTO) per year. Your PTO accrual begins the day you join our company and you receive 1.50 day per month. You can take your PTO at any time after your first month with us and you can use time off you haven’t accrued yet. You will earn one additional day per year after your first year with our company, with a cap at 25 days overall.
If you want to use PTO, send a request to [email protected] If your manager or HR approves, you are permitted to take your leave. You do not have to specify a reason for requesting PTO.
You cannot transfer any remaining PTO to the next year. We encourage you to use your time off throughout the year.
Our company observes the following holidays:
New Year’s Day
Mahatma Gandhi Jayanthi
Our company offers a floating day, which you can take as a holiday any day you choose. If you want to observe a religious holiday that isn’t included in our list, we may allow you to take unpaid time off for that day. Or, you may use your PTO.
These holidays are considered “off-days” for most employees. If you need a team member to work on a holiday, inform them at least three days in advance.
If you are a non-exempt employee, you will receive your regular hourly rate with a premium for working on a holiday. If you are a permanent employee, we will grant you an additional day of PTO that you must take within that year.
We offer one week of paid Sick leave. You can take sick leave to recover from short-term illness, injuries, mental issues and other indisposition. If you have the flu or other contagious disease, please use your sick days.
If you become sick, inform your manager and send a sick leave request to [email protected] You may take a partial day off or work from home, but we advise you to rest and recuperate for a day before returning to work.
Use your PTO or arrange for a flexible work schedule if you want to attend routine health care (e.g. doctor’s/dentist’s appointments.)
Occasionally, we may ask you to submit a physician’s note or other medical certification and/or complete a sick leave form. We may need this incase a client is specific about the team members working on their projects.
You are eligible for this type of leave if you have worked for us for more than 12 months. Contact HR for more information when needed.
Losing a loved one is traumatizing. If this happens to you while you work with us, we want to support you and give you time to cope and mourn.
For this reason, we offer three days of paid bereavement leave. You may take your bereavement leave on [consecutive/non-consecutive] days to:
Arrange a funeral or memorial service.
Attend a funeral or memorial service.
Resolve matters of inheritance.
Fulfill other family obligations.
If you require more time, please use your PTO.
On election day, you can take two hours off to vote. You can take a paid half-day off if you need to travel a short distance to vote. If your trip lasts more days, please use your PTO.
Caring for a newborn is an exciting time for parents. We want to support new mothers and fathers in their first months of parenthood with paternity and maternity leave. Afterwards, we will continue to support parents with flexible work options and child care.
If you are about to be a new mother or father (either through childbirth or adoption), talk to HR to arrange your leave. Please give us at least three months notice before your leave begins.
Depending on local or national law, pregnant women can take part of their leave before labor. If you suffer complications during childbirth or have other issues, you can ask for an unpaid leave extension of up to two months. Contact HR as soon as possible to arrange this.
We are committed to helping new parents transition back to work after their leave ends. We offer.
Remote working/ Flexible hours.
Onsite/ External paid day care
In this section, we explain our employee contract types and define our basic employment policies.
Full-time employees work at least 40 hours per week or a minimum of 160 hours per month on average.
Part-time employees are those who work fewer than 30 hours per week.
Full-time and part-time employees can have either temporary or indefinite duration contracts. Full-time employees under an indefinite duration contract are entitled to our company’s full benefits package.
Abacies Logiciels Pvt Ltd is an equal opportunity employer. We don’t tolerate discrimination against protected characteristics (gender, age, sexual orientation, race, nationality, ethnicity, religion, disability, veteran status.) We want all employees (including executives and HR) to treat others with respect and professionalism. In practice, this means that we:
Hire and promote people based on skills, experience or potential and try to reduce bias in every process (e.g. through structured interviews.)
Make accommodations to help people with disabilities move about safely on our premises.
Use inclusive, a diversity-sensitive language in all official documents, signs and job ads.
Apart from those actions, we commit to penalizing every discriminatory, offensive or inappropriate behavior. To do this properly, we ask you to report any discriminatory action against yourself or your colleagues to HR. Our company will not retaliate against you if you file a complaint or discrimination lawsuit. Any employee who retaliates or discriminates will face disciplinary action.
Our hiring steps might vary across roles, but we always aim for a recruitment and selection process that is fair and effective in hiring great people. If you are hiring for an open role, you will likely go through these steps:
Throughout this process, we aim to keep candidates informed, communicate well with each other and give everyone an equal opportunity to work with us.
As a general rule, we commission a background check for finalists only. Use our contracted provider and ensure we have candidates’ permission.
If you know someone who you think would be a good fit for a position at our company, feel free to refer them. If we end up hiring your referred candidate, you are eligible for INR 10,000/- referral bonus. Our employee referral rewards may be higher if we hire your referred candidate in a hard-to-fill role.
We guarantee that rewards will be paid out within a month of the date we hired a candidate.
There is no cap on the number of referrals an employee can make. All rewards will be paid accordingly.
If two or more employees refer the same candidate, only the first referrer will receive the referral incentives.
Referrers are still eligible for rewards even if a candidate is hired at a later time or gets hired for another position.
We have two conditions for candidates who can qualify you for our rewards. They should:
Be hired as permanent full- or part-time employees (not as temporary employees or contractors.
Have not applied to our company for at least a year.
Our company may use an online form or a platform where employees may refer to candidates. You can also reach out directly to our HR Manager with referrals.
Generally, we encourage you to check our open positions and consider your social networks and external networks as potential resources for referred candidates.
Keep in mind that rewards may be subject to taxation. Please contact HR for more information.
We expect you to be present during your scheduled working hours. If you face an emergency that prevents you from coming to work one day, contact your manager as soon as possible. We will excuse unreported absences in cases of serious accidents, acute medical emergencies. But, whenever possible, we should know when you won’t be coming in.
As an employee, you are responsible to behave appropriately at work. We outline our expectations here. We can’t cover every single case of conduct, but we trust you to always use your best judgement. Reach out to your manager or HR if you face any issues or have any questions.
Cyber security and digital devices
Conflict of interest
Employment of relatives
Solicitation and distribution
We do not have pre-defined dress code. However, an employee’s position may also inform how they should dress. If you frequently meet with clients or prospects, please conform to a more formal dress code. We expect you to be clean when coming to work and avoid wearing clothes that are unprofessional (e.g. workout clothes.)
As long as you conform with our guidelines above, we don’t have specific expectations about what types of clothes or accessories you should wear.
We also respect and permit grooming styles, clothing and accessories that are dictated by religious beliefs, ethnicity or disability.
This section deals with all things digital at work. We want to set some guidelines for using computers, phones, our internet connection and social media to ensure security and protect our assets.
Our corporate internet connection is primarily for business. But, you can occasionally use our connection for personal purposes as long as they don’t interfere with your job responsibilities. Also, we expect you to temporarily halt personal activities that slow down our internet connection (e.g. uploading photos) if you’re asked to.
You must not use our internet connection to:
Download or upload obscene, offensive or illegal material.
Send confidential information to unauthorized recipients.
Invade another person’s privacy and gain access to sensitive information.
Download or upload pirated movies, music, material or software.
Visit potentially dangerous websites that can compromise our network and computers’ safety.
Perform unauthorized or illegal actions, like hacking, fraud or buying/selling illegal goods.
We allow use of cell phones at work. But, we also want to ensure that your devices won’t distract you from your work or disrupt our workplace. We ask you to follow a few simple rules:
Use your cell phone in a manner that benefits your work (business calls, productivity apps, calendars.)
Keep personal calls brief and use an empty meeting room or common area so as not to disturb your colleagues.
Don’t use your phone to record confidential information.
Don’t download or upload inappropriate, illegal or obscene material using our corporate internet connection.
Email is essential to our work. You should use your company email primarily for work, but we allow some uses of your company email for personal reasons.
You can use your corporate email for work-related purposes without limitations. For example, you can sign up for newsletters and online services that will help you in your job or professional growth.
You can use your email for personal reasons as long as you keep it safe, and avoid spamming and disclosing confidential information. For example, you can send emails to friends and family and download ebooks, guides and other safe content for your personal use.
No matter how you use your corporate email, we expect you to avoid:
Signing up for illegal, unreliable, disreputable or suspect websites and services.
Sending unauthorized marketing content or emails.
Registering for a competitor’s services, unless authorized.
Registering for a competitor’s services, unless authorized.
Sending insulting or discriminatory messages and content.
Spamming other people’s emails, including your coworkers.
In general, use strong passwords and be vigilant in catching emails that carry malware or phishing attempts. If you are not sure that an email you received is safe, please check with your reporting manager.
We want to provide practical advice to prevent careless use of social media in our workplace. We address two types of social media uses: using personal social media at work and representing our company through social media.
You are permitted to access your personal accounts at work. But, we expect you to act responsibly, according to our policies and ensure that you stay productive. Specifically, we ask you to:
Discipline yourself. Avoid getting sidetracked by your social platforms.
Ensure others know that your personal account or statements don’t represent our company. For example, use a disclaimer such as “opinions are my own.”
Avoid sharing intellectual property (e.g trademarks) or confidential information. Ask your manager first before you share company news that’s not officially announced.
Avoid any defamatory, offensive or derogatory content. You may violate our company’s anti-harassment policy if you direct such content towards colleagues, clients or partners.
If you handle our social media accounts or speak on our company’s behalf, we expect you to protect our company’s image and reputation. Specifically, you should:
Be respectful, polite and patient.
Avoid speaking on matters outside your field of expertise when possible.
Follow our confidentiality and data protection policies and observe laws governing copyrights, trademarks, plagiarism and fair use.
Avoid deleting or ignoring comments for no reason.
Correct or remove any misleading or false content as quickly as possible.
When you are experiencing a conflict of interest, your personal goals are no longer aligned with your responsibilities towards us. For example: Working on personal projects during the office hours.
In other cases, you may be faced with an ethical issue. For example, accepting a bribe may benefit you financially, but it is illegal and against our business code of ethics. If we become aware of such behaviour, you will lose your job and may face legal trouble.
For this reason, conflicts of interest are a serious issue for all of us. We expect you to be vigilant to spot circumstances that create conflicts of interest, either to yourself or for your direct reports. Follow our policies and always act in our company’s best interests. Whenever possible, do not let personal or financial interests get in the way of your job. If you are experiencing an ethical dilemma, talk to your manager or HR and we will try to help you resolve it.
We want to ensure that relationships between employees are appropriate and harmonious. We outline our guidelines and we ask you to always behave professionally.
Employees who work together may naturally form friendships either in or outside of the workplace. We encourage this relationship between peers, as it can help you communicate and collaborate. But, we expect you to focus on your work and keep personal disputes outside of our workplace.
Everyone in our company should be hired, recognized or promoted because of their skills, character and work ethic. We would not like to see phenomena of nepotism, favoritism or conflicts of interest, so we will place some restrictions on hiring employees’ relatives.
To our company, a “relative” is someone who is related by blood or marriage within the third degree to an employee. This includes: parents, grandparents, in-laws, spouses or domestic partners, children, grandchildren, siblings, uncles, aunts, nieces, nephews, step-parents, step-children and adopted children.
As an employee, you can refer your relatives to work with our company. Here are our only restrictions:
You must not be involved in a supervisory/reporting relationship with a relative.
You cannot be transferred, promoted or hired inside a reporting relationship with a relative.
You cannot be part of a hiring committee, when your relative is interviewed for that position.
If you become related to a manager or direct report after you both become employed by our company, we may have to transfer one of you.
If you want to invite a visitor to our offices, please ask for permission from our HR Manager / Office Manager first. Also, inform our reception/ gate/ front-office of your visitor’s arrival. Visitors should sign in and show identification.
When you have office visitors, you also have responsibilities. You should:
Always tend to your visitors (especially when they are underage.)
Keep your visitors away from areas where there are confidential records or sensitive equipment.
Prevent your visitors from proselytizing your colleagues, gathering donations or requesting participation in activities while on our premises.
Anyone who delivers orders, mail or packages for employees should remain at our building’s reception or gate. If you are expecting a delivery, front office employees/ security guards]will notify you so you may collect it.
Solicitation is any form of requesting money, support or participation for products, groups, organizations or causes which are unrelated to our company (e.g. religious proselytism, asking for petition signatures.) Distribution means disseminating literature or material for commercial or political purposes.
We don’t allow solicitation and distribution by non-employees in our workplace. As an employee, you may solicit from your colleagues only when you want to:
Ask colleagues to help organize events for another employee (e.g. adoption/birth of a child, promotion, retiring.)
Seek support for a cause, charity or fundraising event sponsored, funded, organized or authorized by our company.
Invite colleagues to employee activities for an authorized non-business purpose (e.g. recreation, volunteering.)
Ask colleagues to participate in employment-related activities or groups protected by law (e.g. trade unions.)
In all cases, we ask that you do not disturb or distract colleagues from their work.
In this section, we describe our procedures regarding resignation and termination of our employees. We also refer to our progressive discipline process that may sometimes result in termination.
Tuition or relocation reimbursement
Here we outline steps we will take to address employee misconduct. We want to give employees a chance to correct their behavior when possible and assist them in doing so. We also want to ensure that we thoroughly investigate and handle serious offenses.
Our progressive discipline process has six steps of increasing severity. These steps are:
Informal meeting with supervisor
Formal disciplinary meeting
Different offenses correspond to different steps in our disciplinary process. For example, minor, one-time offenses (e.g. breach of our dress code policy) will trigger Step 1. More severe violations (e.g. sexual harassment) will trigger step 5.
If you manage employees, inform them when you launch a progressive discipline process. Pointing out a performance issue is not necessarily a verbal warning and may be part of your regular feedback. If you judge that progressive discipline is appropriate, let your team member know and ask HR to help you explain our full procedure.
Managers may skip or repeat steps at their discretion. Our company may treat circumstances differently from that described in this policy. But, we are always obliged to act fairly and lawfully and document every stage of our progressive discipline process.
Keep in mind that our company isn’t obliged to follow the steps of our progressive discipline process. As you are employed “at-will”, we may terminate you directly without launching a progressive discipline process. For serious offenses (e.g. sexual harassment), we may terminate you without warning.
You resign when you voluntarily inform HR or your manager that you will stop working for our company. We also consider you resigned if you don’t come to work for seven consecutive days without notice.
You are obliged to give us advance notice before resigning. To make sure our workplace runs smoothly, we ask that you give at least 3 months notice. If you hold a highly specialized or executive position, we ask that you inform us at the earliest.
You need to submit a written and signed notice of resignation for our HR records. We will reply with an acceptance of resignation letter. HR will inform your manager that you are resigning if you haven’t already done so. Whether you want to announce your resignation to your team is up to you, but we encourage you to be open.
If you have relocated or studied at our company’s expense, you are bound by your contract to remain with us for at least two years. If you resign before that period, you may have to reimburse us for part or all of these expenses.
You can resign anytime at your own free will and nobody should force you into resignation. Specifically, we prohibit employees from:
Creating a hostile or unpleasant environment.
Demanding or coaxing an employee to resign.
Victimizing, harassing or retaliating against an employee.
Forcing an employee to resign by taking unofficial adverse actions (e.g. demotions, increased workload).
Terminating an employee is always unpleasant but sometimes necessary. If that happens, we want to ensure we act lawfully and respectfully.
We may terminate an employee either for a cause or without cause.
For cause termination is justified when an employee breaches their contract, engages in illegal activities (e.g. embezzlement), disrupts our workplace (e.g. harasses colleagues), performs below acceptable standards or causes damage or financial loss to our company.
Without cause termination refers to redundancies or layoffs that may be necessary if we cease some of our operations or re-assign job duties within teams. We will follow applicable laws regarding notice and payouts.
We will offer severance pay to eligible employees. We may also help employees who were terminated without cause to find work elsewhere, if possible.
We will pay accrued leave only to those who weren’t terminated for cause. If you manage team members, avoid wrongful dismissal. When you terminate an employee for cause, we expect you to be certain you made the right choice and keep accurate performance and/or disciplinary records to support your decision.
When we terminate employees, we may provide references for those who leave in good standing. This means that employees shouldn’t have been terminated for cause. If you are laid off, you may receive references. Please ask your manager.
If you resign, you may ask for references and your manager has a right to oblige or refuse.
In this section, we outline our guidelines for compensating employees according to their employment status. We also describe our performance management and employee development policies.
How we expect managers to lead employees
Employee training and development
We pay your salary or wage before the 05th of every month by bank transfers. If you are an hourly employee, you should be diligent in clocking in and out using our timesheet software, so we can accurately calculate your pay.
We have built our performance management practices to:
Ensure you understand your job responsibilities and have specific goals to meet.
Provide you with actionable and timely feedback on your work.
Invest in development opportunities that help you grow professionally.
Recognize and reward your work in financial or non-financial ways (e.g. employee awards.)
Established [annual/ bi-annual/ quarterly] performance reviews. During these reviews, your manager will fill out your performance evaluation report and arrange a meeting with you to discuss it. Through these discussions, managers aim to recognize employees who are good at their jobs, identify areas of improvement and talk about career moves. Pay increases or bonuses are not guaranteed. But, we encourage managers to recommend rewards for their team members when they deserve them. There won’t be any forced ranking or other comparisons between employees, as our goal is to help all employees improve and develop their careers.
We instruct all managers to meet with their team members once per week to provide feedback and talk about their work and motivations. This way, you can receive feedback in a timely manner and avoid surprises during your [annual/ bi-annual/ quarterly] performance review.
If you manage a team, you are responsible for your team members’ performance. To conduct effective regular meetings and performance evaluations, we expect you to:
Set clear objectives. Your team members should know what you expect of them. When you first hire someone to your team, ensure they understand their job duties. Set specific goals for each team member (and team-wide if applicable.) Revisit those goals during [annual/ bi-annual/ quarterly] performance reviews.
Provide useful feedback. During scheduled meetings with your team members, give them both guidance and praise, as appropriate. Be fair and specific to help them understand and implement your feedback.
Keep your team members involved. There should be two-way communication between you and your team. Make your expectations clear, but always take your team members’ motivations and aspirations into account. Discuss training and development opportunities that may interest your team members.
Keep logs with important incidents about each one of your team members. These logs help you evaluate your team, but may also prove useful when rewarding, promoting or terminating your team members.
We owe our success to our employees. We want employees to feel confident about improving their efficiency and productivity. We also want to help our employees achieve personal growth and success.
Each employee has INR10,000 annually to spend on educational activities or material. Subscriptions and books are included in this budget, unless they are necessary for you to complete your everyday duties. Send your expenses to HR by email.
Apart from online courses, we offer these training opportunities:
Formal training sessions (individual or corporate.)
Employee coaching and mentoring.
Development is a collective process. Team members and managers should regularly discuss learning needs and opportunities. And it’s HR’s responsibility to facilitate any development activities and processes.