Employee & Intern Policies & Code of Conduct

1. Employment Classification

• Full-time employees – Permanent staff with benefits.

• Probationary employees – Under evaluation for confirmation.

• Interns – Temporary role, training-based, not entitled to benefits.

• Consultants/Contractors – Project-based association with separate contracts.

2. Probation & Confirmation Policy

• Probation period: 3–6 months.

• Confirmation subject to:

  • Performance evaluation

  • Attendance record

  • Behavioral assessment

• Company reserves right to extend probation or terminate without notice during probation or internship period.

3. Notice Period & Exit Policy (Strict)

• Interns: 1-month notice or pay stipend equivalent.

• Employees (Probation): 1-month notice or 1-month salary.

• Confirmed Employees: 2-month notice or 2-month salary.

• Company Discretion: Management may waive/reduce notice on written approval.

• Failure to Comply:

  • No relieving/experience letter.

  • Forfeiture of stipend/salary.

  • Legal recovery for damages caused.

4. Salary, Stipend & Benefits Policy

• Salary may be withheld in case of:

• • Misconduct under investigation

  • Asset return pending

  • Incomplete handover

• Benefits (PF, ESIC, Medical Insurance, etc.) applicable only to confirmed employees.

• Interns are not entitled to benefits.

5. Leave & Absence Policy

• Employees: 1 Casual Leave and 1 Sick Leave every month .

• Interns: 1 Sick leave per month (Medical Documents Required).

• Maternity Leave: As per statutory laws.

• Uninformed absence: 3+ consecutive days = termination.

• Leave encashment: Only unused earned leaves, not casual/sick leave.

6. Working Hours & Overtime

• Standard: 9 hours/day (including breaks).

• Remote employees must remain available during working hours.

• Persistent late arrivals/early departures may result in disciplinary action.

• Late arrivals or early departure will be considered as half day (Unless approved by the management)

7. Workplace Conduct & Professionalism

• Strictly no harassment, abuse, or offensive communication.

• Dress code: Formal attire (or as per client meetings).

• No political or religious campaigning inside company premises.

• Company reputation must be upheld at all times (including personal social media).

8. IT & Security Policy

• Company devices are monitored (emails, browsing, activity logs).

• No use of pirated or unauthorized software.

• Personal devices connecting to company networks must follow security protocols.

• Cyber breaches, leaks, or negligence may result in immediate termination + legal action.

9. Social Media & Public Representation

• Employees must not disclose company/client details on social media.

• Blogging, vlogging, or press interaction regarding the company requires approval.

• Any online misconduct harming company reputation will invite disciplinary/legal action.

10. Confidentiality, IP & Non-Disclosure

• All work created belongs to IHM Connect.

• Employees/interns cannot:

  • Copy or reuse company IP for personal projects.

  • Disclose trade secrets, business strategies, or client details.

• NDA is binding during and 2 years post exit.

11. Non-Compete & Non-Solicitation

• Employees/interns cannot:

  • Join direct competitors within 6 months of exit.

  • Approach IHM Connect clients/vendors for personal gain for 12 months.

  • Poach employees from IHM Connect for 12 months.

12. Grievance Redressal Policy

• Employees/interns can report workplace issues to HR confidentially.

• Whistleblower protection ensures no retaliation for reporting misconduct.

• Harassment complaints will be handled under POSH (Prevention of Sexual Harassment) Act.

13. Health, Safety & Environment Policy

• Compliance with workplace safety guidelines is mandatory.

• Substance abuse (alcohol, drugs) during work hours = immediate termination.

• Emergency evacuation protocols must be followed.

• Employees are encouraged to maintain mental health & work-life balance.

14. Training & Development

• Employees may undergo mandatory training (tech, compliance, behavioral).

• Certification costs may be borne by the company but must be repaid if the employee exits within 1 year.

15. Disciplinary Policy

Offenses leading to warning, suspension, or termination:

• Misconduct (verbal/physical abuse, insubordination).

• Falsifying documents/qualifications.

• Fraud, theft, or financial misappropriation.

• Data theft, hacking, or breach of cybersecurity rules.

• Non-performance despite repeated warnings.

16. Termination Policy

• With Cause (misconduct, fraud, violation): Immediate termination without notice.

• Without Cause: Company may terminate with notice period or equivalent pay.

• During Probation: Termination without notice if performance is unsatisfactory.

17. Final Settlement Policy

• Will be released only after:

  • Serving notice period or buyout payment.

  • Asset return.

  • Handover clearance.

• Delay in settlement may occur if compliance/legal issues are pending.

18. Remote Work & Hybrid Policy

• Employees must:

  • Maintain productivity logs.

  • Ensure secure internet and work environment.

  • Be available for calls/meetings during core hours.

• Company may revoke WFH privileges if performance declines.

19. Travel & Expense Policy

• Travel allowance for company work must be pre-approved by one of the Director/ Management.

• Reimbursements allowed only with original bills.

• Misuse of travel/expense claims = disciplinary action.

20. Policy Updates & Acceptance

• Policies will be reviewed periodically and updated as required.

• All employees/interns must sign acknowledgment of having read and understood the policies.

• Continued employment/internship = acceptance of updated policies.