EMPLOYMENT BOND OR CONTRACT

22nd August 2022

This agreement was made on 22nd August 2022 between ABC residing at DEF State- GHI and JKL, a

company registered under the Companies Act, 1956 and having its registered office at, MNO.

WHEREAS

The company is desirous of appointing ABC as PQR and the employee has agreed to the terms and

conditions outlined here below.

NOW THIS AGREEMENT WITNESSES AS FOLLOW:

1. The said employee, ABC S/O STU is hereby appointed as the MNO of the company and he will hold

the said office, subject to the provisions made hereinafter, for the term of 2 years from the date of this

agreement.

2. As per our discussion you cannot leave the organization before 2 years, If in case you left the

organization before 2 years i.e. August 2024, then the company has full right to take legal action against

you.

3. The Company can hold dues during your training period (First six months) if your performance is not

satisfactory or the company found your casual behavior toward your work.

4. The Employee shall perform such duties and exercises such powers as may from time to time be

assigned to or vested in him by the Board of Directors of the company.

5. The Employee shall, unless prevented by ill health or any unavoidable cause, during the continuance of

the term of his office devote his whole time, attention and abilities to the business of the company.

6. The employee shall obey the orders from time to time of the Board of Directors of the company and in

all respect conform to and comply with the directions given and regulation made by the board. He shall

well and faithfully serve the company to the best of his abilities and shall make his utmost endeavors to

promote the interests of the company.

7. The said employee shall not resign from his designation till the end of this contract period.
8. The company may terminate this agreement at any time before the expiry of the stipulated term by

giving notice in writing to him. The company can terminate your contract any time if you-

• Commit any material or persistent breach of any of the provisions contained.

• Be guilty of any default, misconduct or neglect in the discharge of your duties affecting the business of

the company.

Signature Signature

Stellen Infotech Pvt.ltd ABC

S/O Mr. STU

Policy Manual (Stellen Infotech Ptd. Ltd.)

Private trade/employment

Employees shall devote their whole time to the company's work. No employee shall,
except with the prior written permission of the respective business head, engage
either directly or indirectly in any trade or business or undertake any other
employment or consulting assignment or undertake such trade /business/
consultancy etc. On behalf of anyone else, either with or without remuneration,
during the course of his/her employment with the company.
Any employee currently engaged in any activity/business /trade as defined in this
section is required to declare this to the management with full details and
discontinue his/her association if so directed by the management.

INCREMENT:
The increment will be done after 12 months from the date of joining and can be done
even before that if the performance of an employee is outstanding. (Not in the case of
trainees).
1. Increment time slab will be:

1. April

2. July

3. October

4. January

Increment eligibility criteria will be:

1. If a candidate joining month will be January, February and March then he/she will be

eligible in April month time slab.

2. If the candidate joining month will be April, May and June-the he/she will be eligible in July

month time slab.

3. If the candidate joins in the months of July, August and Sept then he/ she will be eligible

for October time slab.

 4. If candidates joining in the the of month of October, November, december then he/she will

be eligible for January time slab

1. We can consider a salary hike early only if his/her performance is Excellent. Top level

management only will take decisions regarding this.

2. If a candidate took more than 18 leaves in a year then his/her increment will get delayed

accordingly or increment will be done in the next slab.

Medical Policy:

● Group Health insurance policy will be provided by the company which is mandatory for all

employees

● If any one has their health insurance policy they need to deposit their documents in the

HR department otherwise the amount will be deducted from their salary.

Leave policy
The discretion of allowing or disallowing leave(s) lies with the Team Leader or HR
based on the exigencies of business or seriousness of the case.
Leave benefits for the employees:

● If an employee did not take any leave for 3 months then he/she can avail 1 paid leave in the

4th month.

● 2 Sick leaves in the year

○ Condition:

1. Have to deposit Verified medical reports in case of medical leave

2. An employee can avail benefit of any 1 leave at a time

Following are the guiding principle of availing leave(s) at:

1. In cases of sickness or emergencies, at-least a prompt call or 1-day prior

notice to the HR department is expected.

2. An uninformed leave, wherein, the employee does not inform till 9:00 am on

the day of absence, will be marked as leave without pay. These leaves salary

will be deducted for the same.

3. The sick/medical leave should be supported with a medical

certificate/prescription.

4. The leave request for attending the marriage ceremony should be supported

with the marriage card along with prior notice of 15 days .

5. Unplanned leaves on Monday or Friday will be considered as sandwich leave.

6. Monday or Friday leave will only be granted if it is planned leave and got approved by the

HR department.

7. Any employee(s) in the emergencies of work may be recalled to duty from leaves. In case

of such recall, the employee(s) shall be on duty and will be entitled to travel benefits.

8. Any extension of leave beyond the sanctioned period may be permitted only at

the discretion of sanctioning authority .No leave of extension shall be deemed

to have been granted unless an order to that effect is communicated to the

employee(s) concerned. Further, in case of extension, all the leaves will be

considered as unpaid leaves.

9. After receiving the approval for the leave(s), it is required that the applicant

will visit the HR department for final confirmation.

10. It is mandatory for all the employees that after availing leave(s), whether

approved or not, has to report to the HR department at the time of joining after

leave(s).

11. Any leave taken wherein the leave request was not informer or not approved

by either the reporting manager or HR would be treated as double deduction.

12. It is the employee’s responsibility to ensure that he/she can be reached during

the leave period. If due to any reason the employee cannot be contacted (e.g.
 No network area), it will be the employee’s duty to contact his/her reporting

manager once a day.

13. If an employee remains absent for 3 days in a row and that also without any

information then he /she can be terminated and any action can be taken

against him/her.
14. In the case of half day 5 working hours without including lunch time is mandatory.

15. In case of trainee/ Fresher. He/ She cannot avail leave benefits for the first three months.

No full day, half day or short day leave will be given in a month and if anyone
takes Emergency Short and Full leaves then they will compensate with extra time or
Alternate Saturday within the same month. The office will remain open on alternate
Saturdays. But If Team Leader and Manager required.

Compensatory pay
The working on holidays/weekly offs will depend upon the client's
recommendation/project condition/task requirements which will be decided by the
project manager or team leader or reporting manager.
If the employee worked on a non-working day then the employee will get the amount
according to per day salary. This benefit will be given to the person who has worked
for at least 6 hours.
Any person who is called to work on holidays/weekly offs has to make his presence.
In case the person does not come without any prior information then the person will
be marked absent.
A Person with less number of leaves in the whole year will be appreciated with “best
attendance award” and will also be provided with an "additional 2-5% of increment in
a year or Holiday gift voucher of 3 days”.

Important parameters for leave approval

The mail for leave application should be submitted to the HR department for approval
at least 2 days in advance for 1 to 2 day(s) leave and at least 15 days before for more
than 2 days leave.

Separation policy
Separation categories
Voluntary separation

It occurs when an employee by himself/herself takes the decision to end his contract
of employment with the organization in pursuit of a career outside of the
organization.
Involuntary separation:
It occurs when an employee has been identified for separation and the company uses
its right to terminate the contract of employment due to reasons like
non-performance, indiscipline, misconduct etc.

Employees can serve notice period after 6 months if once salary increment is
accepted. Company will not accept resignation before 6 months in case of
acceptance of increment. After completion of 6 months they can serve notice period.

NOTE- In case, After joining, If an Employee leaves the Company within a 45 days
without giving any valid reason then no submitted certificates or Security or any kind
of dues will not be given to him/her.

Separation notice period

The termination of the employment contract requires the below-given notice period
from either side:
● A notice period of 15 days is required in case of an employee who has not

been confirmed.
 ● A notice period of 60 days for employees who have been confirmed in their

services.

● Please note that no leave will be sanctioned during the notice period except

under exigencies of circumstance. In such a case, the HOD may extend the

notice period by the number of days for which the employee takes leave, to

ensure completion of tasks.

Voluntary separation
Resignation: the resignation has to be submitted in writing to the reporting manager
and HR specifying the reason for resignation and the desired date of reliving.
No leave will be sanctioned during the notice period and any leave taken would lead
to the extension of the notice period by the number of days taken off.

The official Notice period shall be 60 days only, but if the projects demand the
availability for a few more days then one has to cooperate so that the project is
successfully completed. It is obligatory on the employee’s part to clear all the dues
before leaving as the company will not be bound to pay the days till the time the
employee completes the separation procedure. This would require returning all
company property like any blueprint or data, letters or other documents, calculations,
official proprietary or copyright material pertaining to the business of the company,
in writing or copy of any nature, laptops, phones, etc.
If the employee leaves without informing/serving the notice period, then no relieving
procedures like:- the full and final settlement, issuing of salary certificate, relieving
letter, experience certificate etc. would be undertaken by the company.

Non disclosure Agreement

● Any confidential information(like computer code, flow diagrams, formulas, system details,

password, user documents, data structure, marketing & sales data, customer data) is

being used by you in the future then the company can take legal action against you.
The Full and final settlement
● All the documents except the relieving letter shall be given after 45 days of the

reliving.

● Those who will not go through the entire relieving process will not be given

the pending dues and letters

● It is done only after the completion of the clearance form and the exit interview

steps.

Full and final settlement includes:

● Final computed salary till the last working day

● Encashment of paid leaves in employee’s leave account

● Salary slip

● Experience certificate

● Relieving letter

Involuntary separation
Performance-linked issues
In the case of involuntary separation, an employee is identified for separation due to
reasons like non-performance, indiscipline, misconduct, etc. The immediate
supervisor in consultation with the functional head decides that the employee does
not align with Stellen’s expectations and the separation procedure is started in
consultation with HR.
Before the final separation of the employee, a two step process is followed:
● Performance Improvement Plan:

○ PIP is a two-month plan during which the supervisor regularly coaches

the employee, conducts regular reviews and monitors his tasks on a

weekly basis.

● Resignation/termination

○ In case the employee is not able to improve on his/her performance, this

two-month period would be considered a notice period from the

 organization’s side. In case, the employee is not willing to put up a

resignation then as a last resort, termination letter is issued.

○ Company will not be bound to pay any dues if any, till all separation

procedures have been completed

○ If a candidate resigns during PIP then the company has full right to relieve

employees on an immediate basis.

Misconduct
Severity 1:
● Habitual neglect of work or negligence in the performance of duties including

malingering or slowing down of work

● Not adhering to Dress Code norms.

Inciting activities
● Spreading false rumors

Damage to property/ equipment

● Breach of instructions for the maintenance and operations of any machinery

Misbehavior
● Acting in a manner intended to bring discredit to the company.

● Conduct/ behave in an uncivilized manner. This includes usage of abusive

language, quarrelsome and riotous behavior.

● Threatening any employee within the premises of the company or elsewhere if

it is related to the work of the company.

● More often use of mobile phones.

● Late coming

● Personal Pen drives are not allowed in the office. If anyone found guilty his/

her USB will be taken into custody and shall not be returned back. This will be

viewed seriously as misconduct and actions will be taken as per the severities

mentioned in the policy.

Refusal of lawful orders

 ● Refusal to do shift duties.

● Refusal to accept a charge-sheet, show-cause notice or any other

communication from the company. Refusal to appear or to cooperate in any

enquiry ordered by the company in accordance with these guidelines

● It is the responsibility of all the employees to submit the Daily Status report

(DSR) to the Respective Team Leaders so that the work can be tracked and

accurate status can be provided to Clients. Attendance for the particular day

shall not be updated if someone fails to send it.

Severity 2:
Damage to property/ equipment
Any willful or irresponsible action resulting in damage to the property of the
company.
Information confidentiality
Unauthorized removal of company's documents/ drawings/ property from place of
work.
Unauthorized collection of records papers, any unauthorized extraction of data,
information
Sleeping in official hours
Sleeping in Official hours is Serious Misconduct
Giving false information
Willful false claims/ exaggerated claims of expenses made on behalf of the company.
Furnishing of false information regarding name, age, fathers name, qualification,
address, previous service or any other matter germane to the employment at the time
of taking employment or any change in such information during the course of
employment and/ or any other misrepresentation while communicating to the
company and/ or responding to any communication of the company.
Information confidentiality
Interfering with, tampering, and altering of records of the company in any manner
whatsoever.
Gross negligence
Gross neglect of work, gross negligence, idling or wasting time during working
hours.
Inciting activities
Writing anonymous letter or criticizing senior officers of the company.

Harassment
Any behavior that is offensive to individuals including unwelcome sexual advances,
sexist comments, demeaning jokes, gestures, or written/graphic material that
communicate such intentions or any other similar conduct the makes the work
environment offensive.

● Penalties for misconducts falling in severity i:

○ Verbal/ Written Warning

○ Fine

● Penalties for misconducts falling in severity ii:

○ Stoppage of increment

○ Stoppage of promotion

○ Recovery from pay or such other amount as may be due to them of the

whole or part of any pecuniary loss caused to the company by the

negligence of the employee.

● Penalties for misconducts falling in severity iii:

○ Dismissal from service

Usage of personal mobile phone:

● All cell phones should always remain on vibration or silent mode at all times

while inside the office.

● All personal phone calls should be avoided during business hours except

under important situations or extreme emergencies

 ● No personal call can be attended to while working on the workstation.

Employees need to step outside the work area to attend any personal phone

call.

● All personal calls should be limited to not more than 5 minutes.

● Attending personal calls in business hours is treated as misconduct and may

lead to serious actions.

Personal grooming and dress code

All employees are expected to maintain a high standard of personal grooming and
observe proper dress norms. Everybody is expected to dress up in
formals/semi-formals from Monday to Wednesday and casuals are only allowed from
Thursday to Friday.
For Men: Apparels of informal nature e.g. T-shirts with quotes/pictures, slippers, etc.
Are unacceptable as office wear.

For women: Salwaar-Kameez with small prints or self colors and formal shirts/
tunics with jeans/trousers are the preferred officewear.

Normal working hours

All employees will be performing their job responsibilities during the organization's
normal working hours i.e. 9:15 AM to 6:30 PM (Monday-Friday) with 45 Minutes of
lunch break. The Employees who come late without any notice daily need to cover up
their working hours properly and update to HR for the same. Anyone coming late on
a regular basis needs approval from HR.

Late coming
Coming after 9:15 AM. Will be marked late.
NOTE FOR FRESHERS: Salary Date will be 15th of every month through cheque.

Habitual late coming will be viewed seriously and may invite disciplinary action.
Any exceptions to the above, have to be approved by the HR.
Undertaking:
I undertake to comply with all the terms and conditions enumerated above without any reservation

and exception

Signature Signature

Stellen Infotech Pvt.ltd ABC

S/O STU