EMPLOYEE HANDBOOK

TABLE OF CONTENTS

SR. NO. CONTENT PAGE NO.

1 WELCOME 3
2 ABOUT COMPANY 4
3 JOINING AND ACCOUNT OPENING FORMALITIES 5
4 HUMAN RESOURCE POLICIES 6-10
- Work days and hours
- Attendance and punctuality
- Late coming
- Permission request
- Excessive absenteeism
- Absconding
- ID card
- Probation period
- HR help desk and salary help desk
- Confirmation
- Dress code
-Equal opportunity
- Personal records and privacy
5 LEAVE POLICY 11-13
- Annual leave
- Sick leave
- Maternity leave
- Paternity leave
- Special leave
- Holidays
- Compensatory off
- Leave procedure
6 OFFICE EQUIPMENT USAGE AND SECURITY POLICY 14-16
- Personal telephone calls
- Internet usage
- Printer and photocopier usage
7 COMPENSATION AND BENEFITS POLICY 17-18
- Provident Fund
- ESIC
- Labour Welfare Fund
- Tax Compliance
- GMC
8 SEPARATION POLICY 19-20
- Retirement
- Resignation
- Acceptance of resignation
- Notice period
- Waving of notice period

Page | 1
9 RECURITMENT AND SELECTION 21-22
- Recruitment authorization procedure
- Employee referral program
- Internal job posting
10 CONDUCT AND DISCIPLINARY PROCEDURES 23-27
- Violation of company policy
- Individual responsibility
- Confidential and proprietary information
- Use of company logo’s, trademark and stationery
- Company assets and services
- Smoking in the office
- Receipt and giving of gifts
- Disciplinary procedure
- Standards of conduct
- Associate grievance procedure
11 CORRECTIVE ACTION 28-29
12 TRAVEL POLICY 30-33
13 GRADE AND DESIGNATION STRUCTURE 34
14 EMPLOYEE ETIQUETTES 35
15 FAQ’S 36-39

Page | 2
WELCOME
Congratulations on your appointment and welcome to AVA Infotech. We are excited that you have
decided to join us and look forward to a long, happy and successful association. We believe that
each employee contributes directly to our company’s growth and success, and we hope you will
take pride in being a member of our team.
The purpose of this Manual is to introduce you to the AVA Infotech, provide information about our
history, our clients and what we do. You will also find information about the employment terms and
conditions, our behavioral expectations and the policies and procedures. This Manual should be
read in conjunction with your Contract of Employment.
This Manual is by no means an exhaustive guide to your employment with us. It has been
developed to act as a resource and reference for you. The policies within this Manual are easily
listed and easily accessed via the contents page. This Manual will be updated as our business
evolves and grows. You will be notified of any changes as they occur. If you have any questions
about the content, please do not hesitate to contact HR TEAM.

INTRODUCTION
This employee handbook is designed to provide every employee with policies and procedures and
the culture of AVA Infotech. It is a summary of our policies, which are presented here only as a
matter of information and not as a promise of employment or as a contract between the
Company and any of its employees.
Employees are expected to read, understand and comply with the provisions of this handbook. It
supersedes all previous employee handbooks that may have been issued from time to time on
topics covered in this handbook. The policies in this handbook are subject to change at any given
point of time at the discretion of the management and intimation of the same will be provided as
and when the changes are made.

Page | 3
ABOUT COMPANY
ASEGO is a progressive business model driven by digitization, which not only provides best-in class
travel assistance solutions but also offers plethora of opportunities is the multi-line insurance
portfolio for our clients and business associates.
ASEGO works on three different business models - the dedicated Travel Assistance and Insurance
portfolio, the P.O.S. model exclusive for our travel agent partners and the P.O.S. model for other
insurance agents and financial consultants. We also offer entrepreneurial opportunities to any
aspiring individual by enrolling them as P.O.S.
ASEGO works on a product and price flexible model enabling us to offer customized and relevant
products available on a single online platform. Our clients can offer travel, health, motor and other
insurance products from some of India’s leading insurance companies.
Our user-friendly platform facilitates seamless automated operations, reduce inaccuracies with
improved transparency. Moreover, features like customer data analysis for the right product
offering, risk assessments, personalized premiums, real-time performance tracking along with
accurate MIS reporting make it a strong value offering.
Our strong international assistance service partnerships complements our services in the
automotive, medical, travel and personal assistance categories.

What is in it for you?

 Be the face of AVA Infotech and lead from the front.
 Enhance your capabilities and expand your career horizon with revolutionary tools that will help
you learn and adapt to the new business model
 Enhance your skillset and product knowledge with exclusive training sessions
 Expand your professional network significantly
 Stay abreast with recent developments in the insurance market

OUR CLIENTS - BUSINESS

Page | 4
JOINING FORMALITIES
Every candidate joining the organization is expected to complete the joining formalities, without
which his / her salary cannot be processed.
Please ensure that the following documents and forms are forwarded to the HR department, within
7 days of joining the company. After that you will get HRMS Login ID and password in that you
need to complete all your required detail on the basis of your joining formalities and submit to
reporting head for further approval.
1. Application form for employment
2. PF nomination and declaration form
3. Gratuity nomination form
4. Mediclaim form
5. Educational certificates
6. Previous work experience / relieving letter
7. Passport size photographs
8. Latest pay slip (issued by previous employer)
9. Residential proof – Passport copy /Aadhaar card/ driving license / voter Id

ACCOUNT OPENING FORMALITIES

Company provides you the facility to open a zero balance account with--------Bank. Following are
the documents required:
 Account opening form (duly filled)
 Photographs
 Self-attested PAN card copy
 Aadhaar Card /Voter Id /Passport copy along with original documents for authentication

Page | 5
HUMAN RESOURCE POLICIES

PURPOSE
The main purpose of these policies is to set guidelines for manpower planning, maintenance and
accuracy of personnel records, employee occurrence, absence and tardiness.
SCOPE
The HR policies are implemented across the locations irrespective of the levels as mentioned
accordingly in the policies. This creates a systematic process in the organization without any chaos.
The policies apply to recruitment and placement, promotion, training, transfer, retention, rate of
pay and all other details and conditions of employment.
COVERAGE
This policy applies to all the employees of AVA Infotech.

A. WORK DAYS AND WORKING HOURS

DUTY HOURS DAILY DUTY DAILY LUNCH WORKING DAYS

HOURS HOURS BREAK

Head Office 10:00 am to 7 pm 9.00 hrs 30 minutes Monday to Saturday

All branch offices 10:00 am to 7 pm 9.00 hrs 30 minutes Monday to Saturday

Work from Home Subject to approval from CEO

*2nd and 4th Saturday is off for HO.

 A holiday list of 12 days for the subsequent calendar year will be prepared and circulated in
December of particular year.
 During emergencies such as severe weather, fire or power failures which can disrupt company
operations, the decision to close the office will be made by the HR department along with
collaboration of senior management up on being timely informed by the branch/Area Manager.
 You may be required to follow different working hours under special circumstances.
 Your immediate reporting manager is to be consulted if there are any questions about work
hours or if any variation is required.
 If at client’s site, the client’s working hours should be adhered to.

Page | 6
B. ATTENDANCE AND PUNCTUALITY
 All employees, without any exception, must register their attendance daily at the time of arrival
and departure.
 Failure to mark attendance will be considered as absenteeism. Accordingly, this will result in a
deduction from salary as Loss of Pay (LOP).
 You can mark your attendance either by logging in to our HRMS Software or by using biometric
attendance system at your branch.
 Habitual late coming will be considered as a serious breach of discipline.

C. LATE COMING
 Marking attendance between 10:10.01(second) am and 11.00 am would be considered as
late coming.
 For every late mark, 0.25-day leave will be deducted
 Arrival after 11.00 am till 2.00 pm would be considered as a half day.
 Arrival after 1.30 pm, will be considered as a full day absent.
 If on an Outdoor Duty (OD), the same has to be updated on the HRMS Software.

D. PERMISSION REQUEST
 An employee may, with permission from their HOD, be allowed a 2 hours relaxation, twice a
month.
 Permission Request is only for crucial and special circumstances where the employee can utilize
it for coming late or leaving early for personal/emergency work.
 In case of personal work, the employee has to take 1-day prior approval from
immediate reporting manager

E. EXCESSIVE ABSENTEEISM
 Excessive absenteeism is defined as regularly taking leaves counting up to a minimum of 4
days per month or 2 days randomly in a week.
 Employees determined to be excessively absent will be subject to disciplinary action which is up
to the discretion of the management and HR.

F. ABSCONDING

Page | 7
 Unauthorized leave of absence of more than 5 days will be considered as
absconding. Absconding is not encouraged and will be dealt with as per the Company
Policy.

G. IDENTTY CARD
Employees mandatorily have to wear ID card provided to them during Office hours

H. PROBATIONARY PERIOD
 As a new member to the AVA Family, you will go through a probationary period.
 The length of probationary period is 6 months. However, the same will be mentioned in your
letter of offer for employment & appointment letter, in case of changes due to special
circumstances. During this time, you will have the first opportunity to evaluate the company as
a place to work, and we will have our first opportunity to evaluate you.
 When performance warrants it and at the discretion of Management, your probation period
may be extended. Only one time extension of probation period is allowed. Upon Satisfactory
completion of the probation period, you will become a full-time regular employee of the
company.
 All associates regardless of classification, status or length of service are expected to meet and
maintain company standards for job performance and behavior.

I. HR HELP DESK AND SALARY HELP DESK

 The entire query pertaining to HR related matters has to be addressed to
hr_ho@avainfotech.com
 The HR has to be given 24 hours to resolve your issues/queries.
 All the queries pertaining to salary has to be put up between 1st to 11th of every month
and addressed to hr_ho@avainfotech.com

J. CONFIRMATION
 Upon Satisfactory completion of the probation period, you will become a full-time
regular employee of the company.
 The associate’s Confirmation Letter will be delayed over and above the stated Probationary
Period, by the associate’s reporting head due to unsatisfactory work or behavior.
 HR will inform the reporting head on the Confirmation Letter of their subordinates.
 However, if within 15 days from the HR intimation on the date of Confirmation, the
person’s Supervisor is not able to send an email approval for his subordinate, then the
employee will be eligible for deemed confirmation.

Page | 8
K. DRESS CODE
Our company aims to uphold its professionalism in all aspects of the work that we do, including our
workplace and the way our employees present themselves. And so, we have created guidelines for
the dress code.
 Remember that at all times in the workplace employees are ambassadors of the company
 Clothes should not cause embarrassment or have a negative impact upon the image of the
Company
 Employees representing the Company off‐site with third party companies should wear business
formals
 This policy is applicable all full time/part time/temporary employees

CLOTHING APPROPRIATE NOT APPROPRIATE

Men: Shirt/Trouser/ Business Suit/Tie Bicycle pants/Sweatpants /

FORMALS Athletic Pants/Army Fatigues
Women: Smart Formal Wear/Business Suit/Mid
Overalls/Low‐rise jeans or
Length Skirt/Cotton Kurti-Knee Length/Salwar
pants/Heavy work/Transparent
Kameez /Saree. (Monday to Friday)
material/Jeans

CASUAL Men: Golf /Polo Shirts (without slogans Sweatshirts/Rugby Shirts/Mini

or pictures) Skirts/Short dresses
Women: T‐Shirts (without slogans or pictures)
Dresses, suits and skirts (Saturdays Only)

Men: Formal Black or Brown shoes (Leather/ Flip Flops/ Slip‐On

SHOES Suede)
Sneakers Sandals and Floaters
Female: Peep‐Toes, Closed Shoes, Buckled
Scandal (Monday – Friday)
Note: ‐ No Sandals for Male Staff during Monday
‐ Friday

NOTE:

Page | 9
Please remember that these are general guidelines and do not include every appropriate or inappropriate item. We believe you will
exercise good judgment. While we recognize and respect that dress is a personal choice, we do want employees to understand that
your choices in these areas have consequences. In the workplace, it is critical that our choices reflect our commitment to the Company
Code of Conduct, and our commitment to one another and our customers.

L. PERSONNEL RECORDS AND PRIVACY

 Every employee is bound to submit their documents either on the day of joining or within a
week of joining failing which their salary for the month would not be processed.
 Personnel files are the property of AVA and access to the information is restricted.
 Employees who wish to review their own file should contact their manager or Human Resources
representative with reasonable advance notice.
 The employee may review his/her personnel file in Company’s office and in the presence of
their manager or Human Resources Representative.
 Employee records maintained by the company will contain only information that is relevant and
necessary to meet various legal requirements, thus ensuring an efficient human resource
functioning and administration.
 Please Inform the Human Resource Department of any changes in personal data and the
person to be notified in case of emergency.
 It is the responsibility of each employee to promptly notify their manager or AVA Human
Resource Department of any changes in personnel data such as:
 Mailing address
 Telephone numbers
 Name and number of dependents and
 Person to be contacted in case of an emergency.

M. EQUAL OPPORTUNITY
 AVA Infotech is committed to a policy of equal employment and advancement opportunities
for all qualified individuals with no regard to race, color, religion, sex, age, marital status,
national origin or handicap.
 This is to ensure that equal consideration is extended to all staff and applicants.
 All decisions with respect to recruitment and promotions are made solely on the basis of
qualifications, viewed in relation to the requirements of the position.
 All managers and functional heads are directly responsible for the application of this policy and
for ensuring that everyone in their department understands and adheres to this policy.
Employees with questions or concerns about discrimination in the workplace are encouraged to
bring these issues to the attention of their manager.
 Employees can raise concerns and make reports without fear of reprisal

Page | 10
LEAVE POLICY

PURPOSE
The intent of this policy is to inform employees of their entitlements and requirements regarding
leave.

SCOPE
This policy explains annual cycle and eligibility.

COVERAGE
This policy applies to all the employees of AVA.

A. ANNUAL LEAVE
 Annual cycle for leave is our calendar year i.e., January to December. You are entitled for
18 Annual Leave in a calendar year.
 Annual Leave can only be availed by confirmed employee; however, an employee will earn
Annual Leave from the date of joining (Once the probationary period is completed). An
employee may carry forward his un-availed AL to the next year up to 45 leaves every year.
 Annual Leave will normally be granted up to a maximum of twice in a year. It is mandatory for
all employees to avail AL at least once in a block of 2 years. Maximum AL permissible is 8 days at
a time.
 In order to satisfy your preference and to meet the staffing needs of your department, you are
advised to discuss your vacation plans at least two weeks in advance with your reporting
manager.
 All intervening holidays (National Holidays, holidays in the holiday list, Sundays and Saturdays
according to the location of the office) will not be included in the computation of Annual Leave
 All leaves should be applied on the HR Portal and simultaneously with CC to HR and HR AVPs of
respective regions. (Can be done through HR Portal)
HR – All India hr_ho@avainfotech.com

B. SICK LEAVE
 You are entitled for Sick leave up to 6 working days in a calendar year.
 Sick leave is for sickness purpose.
 The SL will not be entertained for any other reasons.
 This sick leave has to be consumed in the same year, else is lapsed on 31st December every
year.

Page | 11
C. MATERNITY LEAVE
 Subject to the provisions of the Maternity Benefit Act 1961, female employees who have been
in continuous employment of the Company for not less than 84 days prior to the expected date
of delivery will be allowed Maternity Leave on full pay for up to 140 days (20 weeks), of which a
maximum of 6 weeks could be availed before delivery. An approved medical practitioner should
certify the confinement and she must not take up any employment, temporary or part-time, or
otherwise, during these 20 weeks.
 An applicant for Maternity Leave must give notice to the Company supported by a medical
certificate of her impending confinement not less than 8 weeks prior to the start of the leave
period.
 Employees will be governed under the Maternity Benefit Act, 1961 except those employees
who are covered under the ESI Act. Such employees will be covered under the guidelines of the
ESI Scheme pertaining to Maternity Benefit.
 Absence from work due to miscarriage or any other illness arising out of pregnancy will not
be considered as maternity leave, but as normal medical leave.
 Maternity leave for third child onwards will continue to be 12 weeks. For further information
refer link http://labour.gov.in/whatsnew/maternity-benefit-amendment-act2017.

D. PATERNITY LEAVE
 Male Employees will be granted paternity leave for 7 working days.
 The leave should be availed within three weeks’ time of the birth of the child. This will be
applicable up to a maximum of two confinements.

E. OPTIONAL LEAVE
 As an employee friendly organization, an employee can avail one day leave, over and above the
Annual and Sick leaves mentioned above for one special occasion.
 This can be either his/her birthday or wedding anniversary only.

F. HOLIDAYS
 Holidays commemorating events of national, social and religious significance are offered to
employees.
 Apart from scheduled weekend/ earned leaves there are 12 days declared as paid holidays
every year.
 Holidays list will be put up every year in January and accordingly applicable.

Page | 12
G. COMPENSATORY OFFS
 An employee who has worked on a holiday (Sunday & 12 national holiday) is eligible for a
compensatory off.
 However, this must be approved by the Reporting Manager with appropriate justification for
such extra work and efforts.
 Compensatory leave adjustment should be done within 7 days from the date employee worked
on holiday. For e.g., Employee worked on 10th March 2019 (Sunday) then compensatory leave
adjusted should be done on or before 17th March 2019.
 Compensatory leave can only be taken within 2 months from the date of employee worked on
holiday. For e.g., Employee worked on 10th March 2019 (Sunday) then compensatory leave can
be availed on or before 10th May 2019.

LEAVE PROCEDURE
 All Leaves should be routed through the HRMS portal only
 Mere submission of leave application on email would not entitle you for leave.
 In case you want to avail leave due to health reasons, you need to inform your Reporting
Manager at least 3 hours in advance. Except in case of an emergency, prior approval should to
be taken.
 A medical certificate should be submitted to HR Department in case of leaves exceeding 3 or
more days.
 Please note that leave without pay is an authorized form of leave and requires special approval
by your reporting manager, in case no leave is available to your credit.
 All intervening holidays during the leave period would also be considered as leave.
 If on client site, the same has to be informed at least 3 hours in advance so that necessary
arrangements are made to fill your absence.
 In sickness on resuming duty, leave application should be updated and uploaded along with
the medical certificate on the HRMS Software for the duly approval of the Reporting Manager.
 15 days prior intimation is required in case of more than 2 days Annual leave and same has to
be apply on HRMS portal
 If any long leave (1 or 2 weeks leave) which is not marked in HRMS system due to unavailability
of leaves then Saturday and Sunday for those weeks will not be considered as paid day, it will
treat as LOP only.

Page | 13
OFFICE EQUIPMENT USAGE AND SECURITY POLICY
PURPOSE
The main objective behind this policy is to control the internal cost or wastage by using the internal
communication devices (Internet and telephone) and Office Equipment (printer and photocopier).
The purpose of this policy is to protect the infrastructural assets of ASEGO.
SCOPE
This policy provides guidance on the use of mobile and desk telephones, the circumstances and
conditions for the usage and the criteria for the provision of Mobile Reimbursement to the
employees
COVERAGE
This policy applies to all the employees of ASEGO who make use of the technical resources of the
company.

A. PERSONAL TELEPHONE CALLS

 Telephones are intended for the use of serving our customers as well as employees and in
conducting the Company’s business.
 Personal usage during business hours is discouraged except for extreme emergencies.
 All personal telephone calls should be kept brief to avoid congestion on the telephone line. Long
time conversations of personal calls should be brief to ensure that there would not be any
disruption to the other employees’ work.
 It is advised to all the employees to ensure that the mobile ring tones should be to an
extent where it is audible to self and not to the whole company.
 Since it is a disturbance to other employees and this becomes a practice by others to follow on.
 Therefore it is strictly instructed to the employees to minimize the volume of the ring tones and
ensure it is not a disturbance to the other employees.

B. INTERNET USAGE
 Company provided systems, computer files, the e-mail system, Internet access and the software
furnished to employees are company property and are to be used for company business only,
and not for personal use to communicate with friends or family or to access the Internet for
personal purposes.
 Or: While use of the computer, e-mail and Internet is intended for job-related activities,
incidental and occasional brief personal use is permitted within reasonable limits, so long as it
does not interfere with the employee’s work.
 Employee will be provided with an official email id of the company for all communication to be
made via email only.

Page | 14
 Electronic mail sent from the company should be treated the same as any other communication
that is sent. All communications represent ASEGO as a whole, and as such, should be written in
a professional and appropriate manner.
 ASEGO prohibits the use of Internet access and the e-mail system in ways that are disruptive,
offensive to others or harmful to morale, including sexually explicit messages, images and
cartoons, ethnic slurs, racial comments, off-color jokes or anything that could be construed as
harassment or shows disrespect for others, defames or slanders others, or otherwise harms
another person or business.
 Employees may access the Internet for studying and update knowledge to either complete their
certifications or to retrieve the information that is useful for the individual growth and also for
the growth of the company.
 Any devices like USB, Pen drive, etc. is not permitted inside the office premises. No software's
must be installed on the system without the prior approval from the IT Dept., Head office. If
found doing so, strict action will be taken against the employees.
 Do not keep any personal data on the system
 Any employee is restricted from attempting to elicit information which is not relevant and is not
eligible for its access.
 If any employee is found to do the same then it is considered violation of the policy.
 In order to enforce these policies, computer, Internet and e-mail usage may be monitored by
ASEGO, including retrieving and reading e-mail messages and other computer files, and
monitoring of Internet traffic.
 For any IT related queries please email on it_support@asego.in

C. PRINTER AND PHOTOCOPIER USAGE

 All the employees should understand the importance of using the office equipment
economically.
 Letter Heads to be used with the permission of the Reporting Managers only.
 Letter Heads are to be utilized for official purposes only and not to be left around work stations
unattended.
 Also when not in use Letter Heads to be kept under lock and key.

Page | 15
Please follow ethics while using printers and photocopier:

 Request the owner of the printer to whom the printer has been assigned to use the printer

 Carry your own papers to take the print and do not use the one which is already available in
the printer as the owner may fall short of paper later on

 Allow others to use these machines at times of emergency provided the stationery (papers)
are brought by self

 Do not disturb or enforce the printer owners to take print while they are amidst of
important task or while they are taking the prints

 Ensure there are no letter heads placed in the printer while taking a print if it is not required
to take on the same.

 Ensure to handle the machines smoothly and rough handling may cause to spoil the system.

 In case of cartridge shortage or any other trouble please inform the personnel concerned
about the same

 For rough usage or for informal usage, photocopy or print can be taken on one sided papers.

 Personal usage of printer or photocopier can be restricted to certain documents

like certificates, passport, driving license or and a maximum of 3 pages.

Page | 16
COMPENSATION AND BENEFITS POLICY
PURPOSE
This policy is made to enlighten the employee about the benefits that ASEGO provides to its new
family member. This policy also ensures equal pay for equal work.
SCOPE
ASEGO understands the effort of its employees and ensures to pay equally and accordingly.
COVERAGE
All the employees of ASEGO are eligible under this policy except for Trainees/Interns.
Our attendance cycle is from 21st of the last month to 20th of the current month. And payroll
Cycle is 1st to 30th/31st of the month.
Salary for the preceding month shall be paid out on last date of every month.

A. PROVIDENT FUND
 The Employee Provident Fund provides social security benefit to you.
 Provident Fund is 12% of your basic salary component.
 The company will contribute an amount equivalent to your own contribution to the fund,
subject to a maximum of Rs. 1800 per month.

B. ESIC
 The Employee State Insurance Corporation provides benefits like Medical
Treatment/Reimbursement and payment of wages/salary for loss of days due to sickness.
 The employees drawing salary not more than Rs. 21000/- per month will be covered and
entitled to the deductions under ESIC.
 The company will contribute 3.25 % and Employee will contribute 0.75% of his/her Gross
Earned Salary per month.

C. LABOUR WELFARE FUND (MLWF)

 The Contribution towards Maharashtra Labor Welfare Board will be contributed half yearly
i.e. in month of June and Dec.
 MLWB is a government body form in the view of Labor Welfare. Various welfare activities for
workers/employees and their families are conducted in there various center located at all over
Maharashtra state.
 The company will contributeRs.36 and Employee will contribute Rs. 12 in those two months.

Page | 17
D. TAX COMPLIANCE
 You shall be expected to comply with tax, exchange control and other legal requirements
applicable, at all times.
 The company reserves the right to deduct income tax at source/other statutory contributions as
required by law on a monthly basis, from your salary.

E. GROUP MEDICLAIM INSURANCE SCHEME (Can be omitted)

 The Mediclaim policy covers reimbursement of Hospitalization expenses for illness / diseases or
injury sustained for self, spouse and children up to an extent of Rs. 1,00,000 to 5,00,000/-. To
become eligible for reimbursement of Hospitalization, the insured must have admitted in a
hospital for a minimum period of 24 hours.
 However, this time limit is not applied to specific treatment i.e. Dialysis, Chemotherapy,
Radiotherapy, eye surgery, dental surgery etc. where the insured is discharged on the same day.
 In the event of any claim becoming admissible under this scheme, the Insurance Company will
pay to the insured person the amount of such expenses as would fall under different heads
mentioned below to the extent of the sum insured.
 Room, Boarding expenses as provided by the hospital/nursing home
 Nursing expenses
 Surgeon, Anesthetist, Medicinal Practitioner, Consultants, Specialists fees
 Anesthesia, blood, oxygen, operation theatre charges, surgical appliances, medicines
and drugs, diagnostic materials and x-ray, dialysis, chemotherapy, radiotherapy, cost of
pace maker, artificial limbs and cost of organs and similar expenses.

 Once the claim is admissible, you are eligible for such medical expenses incurred 30 days prior
and 60 days after the hospitalization expenses subject to the limit of sum insured. The Validity
of the insurance is indicated on the ID cards issued by Good Health Plan Limited. The
associate can avail cashless facility in the network hospitals anywhere in India.
 To avail this facility – in case of any illness / diseases you need to contact the Third Party
Administrator i.e. GOOD HEALTH PLAN LTD at least 24 hours in advance.
 This is not applicable for accident / emergency cases.
 The toll free number is indicated in the ID card issued to you.
 GHPL extends assistance at every stage right from making the choice of Hospital for undergoing
treatment, to the
 Processing, settlement / reimbursement of the amount spent on the treatment of Ailment
covered under

Page | 18
SEPARATION POLICY

A. RETIREMENT
 The normal retirement age is 60 years. As per the requirements of the company, retirement age
of any employee can be extended and the same needs to be accepted by the employee.

B. RESIGNATION
 As a Non IT person, If you wish to leave the services of the company after the completion of the
Minimum Commitment Period (MCP) given in the Service Agreement at the time of joining, you
will have to submit a resignation letter giving 1 months’ notice for Confirmed employee and 15
Days for the probationers up to executive and senior executive level.
 All IT employee:- During the probation or extended period of probation, if you wish to resign
from the services of the Company, you can do so, by giving 1 month notice in writing or 1
month gross salary in lieu thereof. After confirmation, if you wish to resign from the services of
the Company, you can do so, by giving 3 months’ notice in writing or 3 month’s gross salary in
lieu thereof. In the event of your resignation from service, it would be open to the
management to accept the same forthwith and relieve you from service and in such a case; you
shall not be entitled to receive any amount in lieu of the notice period. However, if the
exigencies of work so require, the Management may not relieve you earlier than the expiry of
the entire period of notice.
 The notice period for band M1 to M3 will be of three months.
 Your resignation letter will have to be handed over to your reporting manager and a copy of the
same forwarded to the Human Resources Department. Only after the concurrence of the MD/
Department Heads/ Regional Head is obtained, will the separation process be initiated. Once an
employee resigns, he/she will not be covered under any ongoing review.
 Upon separation from the company, you are required to return all property, equipment,
materials, records and documents that have been borrowed from the company.
 You should also obtain clearance of all outstanding dues (NDC) to/from the company.

C. ACCEPTANCE OF RESIGNATION
 Reporting Manager or Regional Manager can grant acceptance of a resignation. This is to be
done after the Reporting Manager has had a meeting with the employee who wishes to resign.
No commitments will be made verbally to an employee who has resigned.
 An email must accompany the letter/email of resignation from the Reporting Manager
elaborating the reasons for the resignation and the date of relieving.
 Resignations are accepted taking into consideration the replacement plans for the position and
planned for an effective handover.

Page | 19
Documents to be send to the HR of resigned Employee are as follows:-
 Duly Signed and Accepted Resignation Letter of Employee.
 Duly filled Exit Interview Form
 Duly filled and signed Clearance Form.

D. NOTICE PERIOD
 During the probation or the extended period of probation, your services can be terminated at
any time without assigning any reason with 15 days’ notice or payment in lieu thereof.
 After confirmation, your services are liable for termination at any time without assigning any
reason by giving you one month’s notice or payment in lieu thereof.
 Your services can be terminated forthwith without assigning any reason or notice period or pay
in lieu of, on account of non-performance, misconduct, indiscipline and fraud.
 Leave cannot be taken /granted when an associate is serving the notice period.
 The notice period for Trainee’s/Interns is 48 hours.
 The notice period starts from the day the written resignation is accepted by the immediate
Reporting Manager.

E. WAIVING OF NOTICE PERIOD

 In certain cases, the notice period agreement term can be waived.
 This decision can be taken by the Reporting Manager if and only if he obtains written
endorsement from the Regional Manager / Department Heads / MD with a copy to HR.
 This decision is at the discretion of management. Comparisons/precedence’s may neither be
quoted, nor will be entertained.
 In event employee has failed to complete the working notice period, the Company will view it
very seriously and reserves the right to seek any legal measures

Page | 20
RECRUITMENT AND SELECTION
Recruitment and Selection aim to search and hire suitable candidate to fill vacancies in ASEGO with
the view to satisfying human resources needs. The search may be internal and/or external.
Any position within ASEGO that become vacant will be filled, on completion of a requisition form by
the immediate supervisor. Restructured on newly created positions will only be activated upon
approval from the Head/Director/VP of the Department.
Our Business recruits people via the following methods:
 Internal

 External

 Employee Referred

Recruitment Authorization Procedure

a) The Department Manager will fill and complete the Employment Requisition form.
b) The Department Manager is responsible to ensure correct authorization procedures have
been complied with.
c) The Department Head will provide the Human Resources Officer with a fully authorized
Employment Requisition form and instruct commencement of Recruitment.
d) The Human Resources Officer will control that the correct authorization has been obtained.
When all is in order they shall commence the recruitment process.

EMPLOYEE REFERRAL PROGRAM

ASEGO encourages employees to refer applicants for all open positions with the Company. Such
referrals are a cost-effective recruiting tool. The Referral Bonus Program encourages employees to
refer quality applicants for certain designated, open positions and rewards them monetarily when
placement is successful

ELIGIBILITY
 Only IT department employees of ASEGO are eligible to participate into the same. Any
employee working in the Organization may refer a candidate who is known to him / her
personally / professionally.
 The candidate shall meet all the requirements of the position, in terms of age, qualifications,
work experience, skill-set etc.
 The employee, who is referring the candidate for the position, shall send the CV to HR dept.
along with a reference form which is appended below.
 The employee shall not canvas or interfere in any way for selection of the candidate.
 In case of obligations for the recruitment of any candidate, the concerned Executive shall
discuss with the Manager-HR personally.
Page | 21
 Based on the criticality of the positions, the Company may announce the Referral Bonus’ to the
referee employee, on selection.
 The Employee Referral Bonus amount is Rs. 10,000/- or referred candidates 15 days
monthly Total Gross salary (an employee been recruited through the reference) whichever
is lower.
 There is separate policy for referral that you can refer for your detail knowledge.

INTERNAL JOB POSTING (IJP)

 We try and close all the vertical hiring position through IJP ensuring that we give our employees
the best chance to mature and step up the ladder.
 If we are not able to close the relevant vacancy through IJP, we hire candidates externally.
 All internal employees are assessed according to the caliber of the employee and interview
panel takes a call on elevating or short listing the candidate for the vacancy that he or she has
applied for.

BACKGROUND VERIFICATION (BGV)

 An Employee Background verification process is a thorough screening of a candidate's work
history, education background and degrees, academic certificates, legal records, past employer
details, identity checks, resume checks, address checks and sometimes credit scores.
 BGV process is commenced since the offer is generated and before the candidate’s joining.
 Documents like Aadhar card and Pan Card are asked from the employee.
 Then, QVerify portal needs to be logged in with the registered email ID and password.
 Persistent follow up is done by the consultant and the Executive HR for completing the steps in
the portal and eventually the agency conducts the required checks as per the uploaded
documents.
 A final report is then generated on the portal which is downloaded and verified by the HR and
the same report is sent to the HR head for the approval.
 In case of clarity, the case is closed and if any discrepancies found, the same is investigated
further.

Page | 22
CONDUCT AND DISCIPLINARY PROCEDURES

PURPOSE
ASEGO is committed to the highest standards of business ethics and personal integrity. As a staff
member of ASEGO, each one of us play an important role in influencing our image through conduct
and dealings with others.
Therefore it is very much necessary for everyone to understand and implement this policy.
SCOPE
Accordingly, it is important that all of us are aware of our responsibility towards the company and
also towards our fellow colleagues.
This policy will help to create a professional environment in the company.
COVERAGE
This policy is applicable to all the employees of ASEGO.

A. VIOLATION OF COMPANY POLICY

 It is important that all our employees conduct themselves in a professional, mature and
responsible manner.
 If behavior continues to fall below expectations after informal and/or formal counseling, then
the same will result in termination of employee.
 ASEGO may also immediately terminate the employment of an employee without progressive
discipline if it deemed necessary in the judgment of management, including but not limited to
the following:
 Engaging in fraud, embezzlement, defalcations, or other dishonest practices
 Records Falsification
 Company policies and/or laws Violated.
 Threatening, intimidating or insubordinate behavior or physical violence. Removing or
destroying company records or property, releasing confidential or proprietary information
without appropriate approval.
 Within company premises possessing weapons or firearms or gambling.
 Engaging in other business or same line of business , this would be contrary to the best
interest of the Company.
 Improper use of Company equipment and systems.
 Violations of government laws and regulations of our Industry type.
 Breach of Customer and/ or Company confidentiality.

Page | 23
 Conduct similar to but not limited to the following may result in disciplinary proceedings up to
and including termination:
 Gambling/ consuming alcohol in company premises.
 Sexual Harassment.
 Dishonesty.
 Taking drugs / smoking/ gutkha/tobacco marijuana (any harmful intoxicating substances)
in the premises or coming in to work under the influence of substances
 Theft
 Failure to meet performance goals o
 Excessive absenteeism
 Violation of safety rules
 Excessive tardiness
 Inappropriate dress
 Unauthorized absence
 Excessive unauthorized personal phone calls
 Unkempt work area
 Profanity in the work place
 Discrimination based on caste, creed, color, religion etc.
 Termination decisions will be made in consideration of all the facts in Consultation with HR and
all such incidents will be placed in the employee’s personnel file.

B. INDIVIDUAL RESPONSIBILITY
 All Employees are responsible for performing at a level that is consistent with expectations
and adhering to the work rules/procedures, and complying with all laws.
 If an employee is unclear about any of these procedures, it is the employee’s responsibility
to consult a manager/reporting head or HR.
 An employee noticing any behavior inconsistent with expectations or the needs of the
organization must bring it to the attention of the appropriate person (i.e., individual team,
Manager, HR)
 Due to the demands and the competitive nature of the business, we have a special concern
with regard to potential conflict of interest that arises out of additional employment.
 The company expects you to devote your full working time and best efforts to our situation.

Page | 24
  Self and family IRDA code should be Inform to Company well in advance.
 You should also avoid any situation where your personal interests conflict or appear to
conflict with the interest of the company.
C. CONFIDENTIAL AND PROPRIETARY INFORMATION
 To ensure the security of confidential information, you are requested to ensure that your desk
is cleared of all business related material after office hours.
 You should not at any time, during your employment or after the termination of your services
with the company, disclose to any party any information relating to the practices, business
dealings or affairs of the company, including the terms of your employment.
 No staff member should make use of any official information, position or name of the company
to directly or indirectly further his/her private interests.
 The protection of confidential business information and trade secrets is vital to the interests
and success of ASEGO. Employees who improperly use or disclose trade secrets or confidential
business information will be subject to disciplinary action, including termination of employment
and legal action, even if they do not actually benefit from the disclosed information.

 Such confidential information includes, but is not limited to, the following examples:
 Compensation data
 Financial information
 Marketing strategies
 Pending projects and proposals
 Proprietary production processes
 Personnel/Payroll records and Conversations between any persons associated with the
company
 Anyone found to be engaging in unlawful discrimination will be subject to disciplinary
action, including termination of employment.

D. USE OF COMPANY’S LOGOS, TRADEMARKS and STATIONERY

 We seek your cooperation in protecting the company’s interest by ensuring that ASEGO logos
are used only with the formal consent of the company.
 The company’s letterheads, business cards and other stationery are to be used only by ASEGO
staff can use the logos and only for officially sanctioned business correspondence.

Page | 25
E. COMPANY’S ASSETS/SERVICES
You are accountable for all assets/services allocated to you. The following set of guidelines will
govern the usage of various assets:

LAPTOP
 This facility may be available to some employees.
 This is not an entitlement and is dependent on the nature of the job assigned by the
management.
 In case of loss of laptop, you are expected to register FIR with the police; complete the
necessary insurance formalities and follow-up on the same.
 A copy of the FIR should be handed over to the HR Department.
 In such case, where the cost of the laptop is more than the cost of the insurance receivable,
the difference amount will be deducted from the employee’s salary. If the allotted laptop is
damaged and the circumstances/sequence of events displays mollified intentions, the cost of
the damage/replacement may be recovered from the employee’s salary.
 You are expected to return the laptop in good condition on cessation of your service.
 The company reserves the right to make deductions from your salary for any damages based on
the evaluation rate determined by the person’s Reporting Manager
 You are restricted from loading and utilizing pirated/unlicensed software on the laptops.

F. SMOKING IN THE OFFICE

 In response to the preference of our staff and with regard to health concerns, our office
premises are designated as Nonsmoking areas.
 We seek your cooperation in refraining from smoking in any of our offices.

G. RECEIPT AND GIVING OF GIFTS

 The receipt of any inappropriate gifts or excessive entertainment from any company with which
ASEGO has (or will have) business dealings are against the business principles and prohibited.
There is separate gift policy kindly refer the same.

Page | 26
H. DISCIPLINARY PROCEDURE
 In the event of misconduct by an employee and/or other such circumstances, the Management
can decide on suitable disciplinary action up to and including termination of employment.
 As a result, we have developed a system referred to as the “Disciplinary System”, which enables
us to deal effectively and consistently with these issues in a fair and just manner, as they may
arise.
 The policy has been established so that you understand what course of action may be taken to
assist you if your job related performance/ behavior falls below Management expectations.
 The following is intended to be a guideline and is not intended to be all-inclusive, as
circumstances and incidents vary.
 This guideline is not intended to limit the right of ASEGO to discipline or terminate employees at
any time, at its sole discretion.
 ASEGO reserves the right to change or modify the terms set forth below at its discretion and
without prior notice to the employee.
 This policy is not intended to, and does not constitute a contract of employment.
 Employment with ASEGO is on an “at will” basis. ASEGO may terminate an employee’s
services with, or without cause at any time.

I. STANDARDS OF CONDUCT
 The work rules and standards of conduct for ASEGO are important, and the Company regards
them seriously.
 All employees are urged to become familiar with these rules and standards. In addition,
employees are expected to follow the rules and standards faithfully in doing their own jobs and
conducting the Company’s business.
 Please note that any employee who deviates from these rules and standards will be subject
to corrective action, up to and including termination of employment.

J. ASSOCIATE GRIEVANCE PROCEDURE

ASEGO seeks to foster a quality work environment for all its associates and encourages a high level
of individual and team contribution in support of business goals.
Inevitably, however from, time to time you may have some questions, concerns or problems.
If you encounter such difficulties, you are encouraged to discuss them with your immediate
manager.
If for, some reason, this is not feasible or appropriate, the issue(s) should be raised with Human
Resources at hr_ho@asego.in

Page | 27
CORRECTIVE ACTION
 ASEGO holds each of its employees to certain work rules and standards of conduct. When an
employee deviates from these rules and standards, ASEGO expects the employee’s reporting
manager to take corrective action.
 Corrective action at ASEGO is progressive.
 That is, the action taken in response to a rule infraction or violation of standards typically
follows a pattern increasing in seriousness until the infraction or violation is corrected.
 The usual sequence of corrective actions includes an oral warning, a written warning, probation,
and finally termination of employment.
 In deciding which initial corrective action would be appropriate, a supervisor will consider the
seriousness of the infraction, the circumstances surrounding the matter, and the employee’s
previous record.
 Though committed to a progressive approach to corrective action, ASEGO considers certain rule
infractions and violations of standards as grounds for immediate termination of employment.
 These include but are not limited to: theft in any form, insubordinate behavior, vandalism or
destruction of company property, being on company property during non-business hours, the
use of company equipment without prior authorization by Administration Staff, untruthfulness
about personal work history, skills, or training, divulging Company business practices, and
misrepresentations of ASEGO to a customer, a prospective customer, the general public, or an
employee.
 While not intended to list all the forms of behavior that are considered unacceptable in the
workplace, the following are examples of rule infractions or misconduct that may result in
disciplinary action, including termination of employment:

 Sexual or other unlawful or unwelcome harassment, theft or inappropriate removal or

possession of property;
 Falsification of timekeeping records;
 Unauthorized disclosure of business “secrets” or confidential information;
 Violation of personnel policies; and
 Unauthorized use of telephones, or other company-owned equipment;
 Smoking in the workplace;
 Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace;

Page | 28
This instruction shall be administered as follows:
 Failure to follow this instruction will result in disciplinary action up to and including termination
of employment.
 Disciplinary action, up to and including termination of employment, may be administered
depending on following:

 Nature of absences, number of incidents and absence patterns (how often, on which days,
monthly/yearly number of absences)
 Length of service.
 Previous informal counseling, adherence to action plans and previous allowances given to
the employee.
 Employee initiative to address and correct absence patterns.
 Overall performance and any additional formal/ informal counseling.

 1st Unscheduled Absenteeism Initial Warning by Reporting Manager/HR, Verbal or written

 2nd Unscheduled Absenteeism Second Warning – written by HR
 3rd Unscheduled Absenteeism Review to terminate employment

Page | 29
TRAVEL POLICY

OBJECTIVE
ASEGO Technologies LLP. shall have a standardized policy on the travel on account of
Business/project needs. This shall enable employees to conduct business in an efficient and
effective manner.

PURPOSE
The purpose of this policy is to ensure that the expenses are cost effective as well as economical in
optimizing the productivity output for the organization. All Travel related enquiry and requisition
should
be routed through the Travel Desk.

SCOPE
This policy covers expenses and entitlements of employee/s that travel on organization’s business,
or
are deputed to attend conventions/ conferences / workshops /training programs within India.
This policy shall highlight on the entitlements during travel. The Policy will highlight the following:

> Mode and class of travel

> Accommodation
> Food and Other expenses
> Local conveyance
> Guest House Stay / stay with friends and relatives

ELIGIBILITY
This shall be applicable to all employees of ASEGO Technologies LLP.

Responsibility and Enforcement

The Traveller is responsible for:
• Complying with the Travel Policy
• Accurate submittal of expenses items within policy guidelines
• Presenting original receipts
• Completing expense sheets timely
• Employee's reporting supervisor or Head of the department is responsible for reviewing and
approving expenses. Approval is required on all expenses submitted.
• Supervisor's approval indicates that the expenses incurred are agreed upon and confirms that
such expenses are in accordance with the policy.
• The company assumes no such obligation to reimburse employees for expenses that are not
in compliance with the policy.

Page | 30
PROCEDURE AND ACTUAL BOOKING
• Travel Requisition Form (Annexure 1) approved by the individual Employee's superior/ HOD
should be submitted to the nominated travel booking desk or department at least 1 month
in advance in order to avail the best offers All requests should be supported by a travel
requisition form

• Employees need to request for flight according to the approximate departure and arrival
time. The selection of the airline will be done based on the lowest fare available.
• After the booking the PNR number will be given to the passenger (via SMS / phone / e-
mail).
• The ticket should be downloaded from the internet with the help of the PNR number
provided by Travel Desk.

CANCELLATION
As per policy no cancellations would be allowed. All employees will have to plan their trip
accordingly in order to avoid cancellations. Emergency cancellations would be attended
on approval of Functional head with proper justification.

GENERAL RULES

 This policy supersedes all other policies, procedures and practices prevalent on this subject
to date. Company reserves the right to add, alter or amend, or cancel this policy at its
discretion if needed in future.

 Any employee travelling will have to submit the Travel Requisition Form (See Annexure 1)
1 month in advance.

 Travel help desk will book the tickets/ accommodation/ transport only on the basis of the
Travel
Requisition Form received.

 Within 3 days of return, the Travel Expense Report (See Annexure 2) has to be submitted to
the
Accounts Team in your region. Listed below are the Email Id's you are required to send the
Travel
Expense Report.

 Remaining balance taken for the previous trip will have to be settled within 15 days of
return from the trip taken, before submitting a request for future Advances.

Page | 31
 TRAVEL REQUISITION FORM - ANNEXURE
1
DATE:
NAME OF THE EMPLOYEE:
EMPLOYEE CODE:
DESIGNATION:
BRANCH:
REPORTING MANAGER:
EMAIL ID/ MOBILE NUMBER:
PURPOSE OF TRAVEL:
MODE OF TRAVEL:
SINGLE JOURNEY/RETURN
JOURNEY/ MULTI-CITY
JOURNEY:
FROM:
DATE:
TO:
DATE:
FROM:
DATE:
TO:
DATE:
ACCOMMODATION:
COMPANY ARRANGED/ SELF-
ARRANGED:
ADVANCE, IF ANY (INR):
SIGNATURE OF THE EMPLOYEE:
APPROVAL BY ADMIN DEPT.:
APPROVED AND SIGNED BY
NAME AND SIGNATURE:
APPROVAL MAIL
APPROVAL DATE:

Page | 32
Page | 33
ORGANISATION GRADE AND DESIGNATION STRUCTURE

INDIA

M1-A CEO (Mr. DEV KARVAT)

M1-B CCO / COO / CFO / CPO / CIO

M2-A Director / Sr VP

M2-B VP

M3-A AVP

M3-B Regional Manager/Head

M4-A Sr. Manager/ Area Manager

M4-B Branch Manager/Key Relationship Manager/Manager

M5-A Deputy Manager/Business Development Manager/optimizer

M5-B Assistant Manager

Sr.Executive/Business Development Executive/Sr.content writer/Sr.Web
M6-A
Designer/Sr.Graphic Designer/Executive Assistant/Team Leader
M6-B Executive/Analytics/content writer/Web Designer/Graphic Designer

M7-A Office-Assistant/Customer Care Executive/Receptionist

M7-B Office-Boy

Page | 34
EMPLOYEE ETIQUETTES
Employee etiquettes refers to codes of conduct an individual should follow while at work.

Let us go through some employee etiquette:

 Respect your organization to expect the same in return. Don’t treat your organization as a mere
source of earning money. Remember your organization is paying you for your hard work and
not for gossiping and loitering around.
 Reach office on time. If your office timing is 9.30 AM, make sure you are there at 9.20 AM. It is
essential to be disciplined at the workplace.
 Leave all your personal problems out the moment you step in the office. It is unprofessional to
mix personal and professional life. Keep them separate.
 Greet your fellow workers with a smile.
 Follow the professional dress code. Never wear anything which shows much of your skin. Avoid
wearing jeans, capris, T shirts, shorts etc to work. Female employees should not wear revealing
dresses to work.
 Never ever enter office under the influence of alcohol. It is an offence.
 As a responsible employee you have no rights to share confidential information with any of the
external parties under any circumstances. Data in any form must not be leaked to anyone who
bears no relation with the organization.
 Keep your cell phones in the silent mode to avoid disturbing others sitting around you. Loud
ring tones at the workplace are a strict no. Avoid long personal calls during office hours.
Wearing ear buds at the workplace is unacceptable.
 Keep your workstation free of unwanted documents and files. Avoid having lunch at your desk.
It creates mess.
 Learn to own your mistakes. Stick to your statements. Stay away from blame games and nasty
politics at the workplace. Remember conflicts and misunderstandings lead you nowhere. It is
always better to discuss issues face to face and reach to a mutually acceptable solution.
 While communicating through emails, make sure your boss is in the loop. It is foolish to hide
things from him. Master the art of writing emails. Emails must be self-explanatory and a clear
reflection of one’s thoughts.
 Respect your fellow workers. Help them whenever required. Never give them wrong
suggestions.
 Treat all your fellow workers as one irrespective of their education and designation in the
organization. Female employees must be treated with respect and dignity.
 Never take undue advantage of your position. Do not ask for personal favors from your
subordinates.
 Respect each other’s privacy. Do not open envelopes not meant for you. It is bad manners
to read your colleague’s email or check his messages.
 Stay away from controversies. Do not spread rumors around. It is strictly unprofessional.

Page | 35
FAQs
1. When will I get my appointment letter?

After all the required documents are submitted on the day of joining, appointment letter will be
given within 15 days post all the relevant documents received by the HR.

2. When will I be given email id?

As soon as the employee is allotted space and computer to work with, an email id will be created
within 24 hrs. of joining. Subject to request received by that branch on Email: -
it_support@asego.in

3. When will I get register for biometrics?

On the second day of the new employee joining the company the image of the fingerprint will be
taken for biometric.

4. When will I be inducted?

Induction presentation is shared with every new employee on the very first day of joining.

5. Whom should I ask if my mail id or internet access does not work?

Contact the IT Department for any technical problems faced with your computer and later send an
mail for the process to be followed.

6. What is the process for availing system/ laptop/mouse replacement/monitor replacement?

1. Send an email to the IT department and fill a requisition form if applicable taking an approval
from the Manager and submit to the System Administrator so that an approval of IT department
of the company can be taken.
2. This requisition form has to be given to the commercial department by the IT department and
do a regular follow up until the mentioned items in requisition form is received.

7. Any technical problem/ installation /mails error… so on and so forth? Whom should I contact?
Contact IT Department via mail and then through phone to get the problem resolve

8. Am I eligible to get Business Cards? SALES:

Any personnel in the Sales Department except the trainee and the Back end Operators, like Sales
Coordinator, Telemarketing Executive, Senior Executive – Inside Sales and Jr. Sales Coordinator, are

Page | 36
eligible for the business cards. Fill out the details in the given format for the business cards, which
can be found available with HR department.
SUPPORT
To avail business cards you need to take approval from your Manager mentioning the justification
for the requirement of Business Cards and then fill in the format and send the same to the HR for
further process.
9. How should I apply for business Cards?
Contact HR department for the format in which the details for the business cards should be filled
and sent. This will be given to the employee within 4 days.

10. Whom should I contact to follow up for the business cards?

HR Department will help you to follow up for the business cards.

11. What is the process for sending official couriers?

Handover any couriers to the front Office Executive with completely sealed envelope or parcel
ensuring to write the Address, where the courier needs to be sent.

12. Is there any option to send personal couriers too?

There is an option but the cost of the same has to be given to the front office Executive without fail
but ensure to check if the place where the courier should be sent has the services or not.

13. How should I book the board room?

You can check with the Front Office Executive for the availability of the Board Room

14. In case of following problems, whom should I contact?

• No water bottle is kept at my desk
• Coffee and tea is supplied in cracked cups
• My desk/ computer / work place is very dirty
• Bathrooms are stinking
• No water in Bathrooms
• Ticket Booking (No personal ticket Booking is allowed)
• Photocopying provisions/problems
Please contact Executive – Administration for all the above concerns

Page | 37
15. Who are visitors?
Visitors are the people who come for the following reasons to ASEGO:
Interview – could be scheduled or walk in or Employee / Mgmt. References, ex-employees

Formality closure – Employees who come to collect their documents after their relieving date
Outsiders – Clients who come to meet our personnel, Trainers, Bank people who come to open
Employee Accounts,
Vendors and any other Customers or Chartered Accountants
Others – Family members of our employees which include spouses and children too
All the visitors should either be seated in the visitors’ room or in the Reception.

16. Whom should I approach for Medical emergencies and First Aid?
Please contact Admin in charge to avail the medical Kit

17. How can I order office Lunch/ Dinner?

Send an office Boy for Lunch or Dinner

18. What is the process of availing Address proof letter?

Send a mail to hr_ho@asego.in to avail the letter

19. Whom should I contact for Pay slip, know my Leave Account, Income Tax and any
salary related concerns?
Send a mail to hr_ho@asego.in for the information; else contact HR Team to know all the info
about your Compensation and Leaves

20. How will I know if I am eligible for Mobile Reimbursement?

Sales personnel are eligible for the Mobile Reimbursement, from the moment they are on rolls of
the company. However, for support and other departments, an approval from the Reporting
Manager justifying the need of reimbursement for the employee should be sent to the A/c
department to take it further. The amount of reimbursement will be fixed by HR though the
Reporting Manager recommends an amount to be reimbursed to the employee and is approved by
the finance head

Page | 38
21. What is the process of availing Mobile Reimbursement?
Send a mail to your Reporting Manager requesting for Mobile Reimbursement and also justifying
the same. Then submit the bills by 15th of every month. In case your bills come after the 15th of
the present month, the same will be reimbursed in the next month.

22. What is the process of taking a corporate mobile connection? What if there is no
address proof for taking the same?
You need to furnish all your details to the HR Dept. with respect to your Address proof and then
avail the corporate mobile connection. You would be allotted a similar Bill plan which all the
corporate users of ASEGO are availing. If there is no address proof for taking the same then avail a
letter from HR for Address proof. This is applicable across Locations.

23. How can I log onto HR portal?

https://hr.hwtpl.com/ASEGO/Default.aspx

Please mention the above URL in the browser. The above screenshot will be seen in Screen.
The user name will be the employee code for every time you login in.
The Password is employee code for the first time login

For the first time you login the below screenshot would appear. Please reset your password.

Page | 39
THANK YOU

Page | 40