Please read the following HR policies & acknowledge that you will abide by the HR policies:-

Working Hours:-
There is no fixed week off. Employees who want to do overtime can stretch up to 7:30 pm.
Any employee who is late for 3 days in a month, then 0.5 day deduction due to leave will
takeplace.

Dress code Policy:-

Formal office attire is from Monday to Friday and Casual on Saturday. All employees are
allowed to use mask & gloves. Ensure proper sanitized clothes. Any special dress to prevent
virus infection is allowed.

Probation & Confirmation Policy:-

Probation period is of 6 months, which every new joiner has to serve. If any new joiner is found
to be a non-performer then the company can release the new-joiner from services or the probation
period of the non-performer new joiner can be extended. Post completion of 180 days of probation, if
the performance of a new joiner is found to be satisfactory then the new joiner will be confirmed.
Confirmation will happen only when management issues a formal letter as "intimation of
Confirmation" to the concerned employee."

Leave Policy:-

Any employee who is serving the probation period is not allowed to take leave. Only confirmed
employees are eligible to take earned leaves of 2.57 (7/12+10/12+ 14/12) leaves for each month.
From1 April 2021 new financial year continues and the leave balance will start a fresh with 7 sick
leave, 10 casual leave, for 12 months and privilege leave those who have balance will be carried
forward as perthe policy.

Any employee who is late for 3 days in a month, then 0.5 day deduction due to leave will take place.
Hence 3 days late is same as 1 day leave. Only confirmed employees are supposed to take leave. The
company allows 14 days for privilege leave, 7 days for casual leave, and 7 days for sick leave. Hence a
total of 28 days of leave. Any leave over & above 28 days is violation of policy. Any leave will be
granted post proper & formal approval of request made. All sick leave requests will be supported by
medical prescription & Doctor's advice. If leaves are not utilized properly & accumulated leaves remain
till year-end then a total of 10 leaves will be carried forward to the next financial year. Remaining
leaves will be considered to be wasted.
At the end of every financial year 10 leaves will be carried forward this will continue as any leave
carried forward from one financial year to next financial year if not utilized will not be wasted. The will
result in accumulation of more than 42 days accumulated leave. Any confirmed employee will
automatically get all leaves encased when the accumulated leave balance reaches more than 42 days
of accumulated leave balance. Leave encashment will be done based on last drawn basic amount.
There are 8 festive holidays in a year. Also, any non-paid leaves taken by employees will result in the
deduction of salary amount proportionate for such non-paid leaves

Unapproved leave will be subject to 2 days pay deduction. (Reason any unapproved leave will
disturb Management planning).Any request for approved leave should be taken in proper time (1
day before going on leave) not post taking leave or just before taking leave. For excess unapproved
leave Management may terminate an employee with immediate effect.

Auto- Logout:-
As per Company policy for every 3 days Auto-logout, 1 day pay deduction is applicable.

Performance Appraisal Policy:-

Performance appraisal will take place if an employee completes 180 days of probation period
& gets confirmed. Unconfirmed employees are not allowed to participate in performance appraisal
Process. All confirmed employees will get an assessment feedback on their Performance post
Confirmation. This is subject to further scrutiny by seniors. Only the performers who have achieved
their given target will get appreciation.

Salary Advance Policy:-

Unconfirmed employees are not eligible for salary advance. Only confirmed employees can
apply but subject to proper approval the request may get processed. However, few deviation cases
are subject to approval.

Festive Holidays Policy:-

Festive holidays include the calendar holidays.
8 Calendar Holidays.
Republic Day.
Independence Day.
Gandhi Jayanti
Holi
Dipawali
Christmas
Navami
Dussera

Note: Any further off day (including Muslim calendar holidays), will be intimated on requirement.

Offer Acceptance
 All new joiners who accepted offer designation cannot request for changing the
designation in appointment letter.

Corporate Sim Card

All employee in sales and operation team who are in direct communication with the client
will be issued a corporate sim card. Any employee who is issued the corporate sim card is not
supposed to miss it.
Any employee who losses or damages the sim card will have to pay the damaged /lost sim card reissued
amount.

Regarding EPFO and ESIC

If any employee submitted Aadhar photo copy and the data as per aadhar is rejected
by the EPFO enrollment portal then we have to wait until the case is resolved. Company is
not responsible for any incorrect data in written or in photo copy which will delay the
process of EPFO enrollment.

ID Card Re-Issue Policy:

The employee has to be responsible for the ID card issued to them. In case of any
loss/damage to the ID card, the employee has to provide the G.D copy & pay the ID card re-issue cost.
The employee has to send the reissue request by filling up the ID card issue request form provided by
HR department.

Grievance Redressal Policy :-

All the employee having any grievance can write to HR in the e-mail ID:
hr@fastinfo.com. The employee having grievance has to mention what suitable solution is
expected. HR would talk to both parties having grievance & would suggest a suitable grievance
redressal mechanism.

Lunch timing & policy:-

The lunch timings are 1:30 pm to 2:00 pm. All employees are expected to bring their lunch &
complete their lunch during lunch hours provided. Employees are supposed to carry their lunch with
them.

Data management & IT policy:-

All employees need to be very careful that important company data does not get circulated to
outsider. All important official documents & data both hard copy & soft copy should not be
disclosed to any authority outside the company. Any violation to the policy can have serious
consequences.
 Code of Conduct:-
The employees have to abide by rules & regulations pertaining to the organization and the
business environment that has to be maintained while working with each other. In case there
is any breach of this code of conduct, write to HR in the e-mail ID: hr@fastinfo.com. Any
breach of code of conduct will result in serious scrutiny of the issue & will lead to serious
consequences.

General Guidelines:-
Company shall not be liable to intern ,employee or consultant for any cessation, interruption,
or delay in the salary payout of its obligations by reason of earthquake, flood, fire, storm,
lightning, drought, landslide, hurricane, cyclone, typhoon, tornado, natural disaster, act of God
or the public enemy, epidemic, famine or plague, action of a court or public authority, change
in law, explosion, war, terrorism, armed conflict, labour strike, lockout, boycott or similar
event beyond our reasonable control, whether foreseen or unforeseen (each a “Force Majeure
Event”). Company can put you under No work No pay based on the company’s work
requirement in relation to your job role.

Interpersonal Relationship:-
All employees within the organization should have informal friendly relationship towards each
other. During business hours employer & employees should share a cordial relationship. Any
senior taking undue advantage of their supervisory positions and their ability to influence junior
employees outside office hours & premises will be subject to serious scrutiny & subject to
nature of the undue advantage; it can even lead to serious consequences.
Employment Contract:-
The company can employ employees on contract. In this case, employees serving contract
tenure are subject to contract defined terms and conditions of employment. Hence contract
defined terms & conditions are helpful to limit risk.
Transfer:-
You will be liable to be transferred to any other department or establishment or branch or
subsidiary of the Company in India. In such a case, you will be governed by the terms and
conditions of service as applicable to the new assignment.

Termination of Employment:-
The appointment may be terminated by company with giving notice or salary in lieu of notice
period of 30 days for Interns, 60 days for Executives to Team Leaders & 90 days for
Assistant Managers & above . No salary will be paid if any employee does not complete
the notice period while leaving the company.
If one does not serve the notice period then in that case the employee would be liable to
compensate us the salary of tenure of notice period as per appointment letter issued to
you.
 Company may immediately terminate your services without any compensation or notice
thereof, if you are in material breach of your responsibilities or breach of any provisions
of the company policy; or any professional misconduct or commission of actions which
are not in the interest of the company.

1.) Company has the right to modify, exclude and introduce any clause mentioned in Offer
/appointment letter.
2.) Any Grievance arising out of workplace & related issues to be informed to the management ,in
case the grievance is not resolved by the Redressal advice by Management, the company
appointed arbitrator can resolve the issue before the matter moves to court.
Absconding :-

If any employee does not report to the duty, consecutively for two working days without prior
informing , then HR will send an official mail to the employee mentioning a reporting date , and
if the employee does not revert it back or report within the timeline hence he/she will be
marked as ‘ABSCONDING ‘. In this case his/her payment will be kept on hold permanently.

New Joiner Name:

Acknowledgement Sign:

Date: