HINDAVI TECHNOLOGIES & CONSULTING SOLUTIONS

VISION
To become an avant-garde IT & Web Solutions provider for promising business sectors across the world.

MISSION
To exceed client expectations by delivering Solutions that add value to the clients existing strategic business model.

VALUES
As a company and as individuals, HTCS's values work ethics, transparency, constructive selfcriticism, continual self-improvement and mutual respect. We have a passion for implementing the latest technologies and work processes. We are personally accountable to our customers and strive to provide real results. We always honour our commitments while ensuring highest quality work within budget constraints.

COMPANY PROFILE
Hindavi Technologies & Consulting Solutions (HTCS) is an IT Application Development and Web Solutions Company. Established in 2008, we have executed over 100 projects from US, UK, Europe, Australia, Middle East and Canada. HTCS is a young and vibrant Information Technology and Web Solutions firm with its offshore development center in Pune, the IT hub of India. We breathe technology while shaping our clients dreams with a sublime flavor of innovative attitude. Our work is powered by unparallel quality and cutting edge business practices. HTCS takes pride in delivering IT and Web solutions that are aligned with the strategic intent of our clients and believes in charting a positive return on investment for all our products and services. HTCS has inculcated a work culture that embeds expertise with a blend of human emotions to create the best piece of work every time. Our core competitive advantage: Experienced & Domain Certified Professionals. A quick turnaround time. Quick Grasp of functional, time and budgetary parameters. Benchmarked Busines Processes and Client Servicing models.

EMPLOYEE MANUAL
The purpose of this handbook is to serve as a guide for the employees of Hindavi Technologies & Consulting Solutions, in understanding the Company and its Policies better. All the rules and regulations, procedures and policies are mentioned in the manual. This manual is for all the employees who are permanent, trainee, working from home and probationary. Please read the manual thoroughly. The manual will be updated regularly according to the changes in the policies, procedures, rules and regulations from time to time. This is the version 1.0.

EMPLOYMENT:
You have been appointed in the company based on your merits and your performance in the selection process. Your appointment is subject to the terms and condition mentioned in your appointment letter. At the time of joining you need to sign the appointment letter in acceptance and submit a copy to the HR department.

JOINING PROCESS:
You need to fill up the employee information form. And submit a photocopy of each of the following documents to the HR department: Graduation Certificate and Marksheet Post Graduation certificate and Marksheet Appointment letter of the previous company (if applicable) Relieving letter of the previous company (if applicable) Pan Card License / Passport A copy of your CV 2 Photographs Signed copy of offer letter and appointment letter from Hindavi Technologies

PROBATION:
You will be on probation period for initial 6 months (subject to change as mentioned in your appointment letter). The probation period gives you a chance to understand the company culture , your roles and responsibilities and what the company expects from you. These 3 months are very crucial for your training and your performance in the days to come. After the three months of Probation you will be automatically be a parmanent Employee of Hindavi

Technologies and you will be entitled for the Casual and Sick leaves balance.

OFFICE TIMINGS:
The office timings will be 9.00 am to 7.00 pm on Saturday or Sunday as the case may be. The working day comprises of 9 working hours and 1 hour for lunch. The lunch time will be from 1.00 pm to 2.00 pm. The Employees are requested to check in before 9.30 am everyday or they will be late marked. Every 3 such late marks constitute a half day leave which will be deducted from the Salary. Reporting to office after 11 am will be considered as Half day Leave. However, If any Employee has any urgent work in the morning, he/ she needs to get an approval from HR/ team managers. Every employee has to complete 9 working hours in a day and 200 working hours in a Month. For which the employees can come to office only on Saturdays to complete the mandatory working hours. The employees should inform the HR department before coming on Saturdays so that necessary arrangements can be made. from Monday to Friday. Saturday and

Sunday would be weekly off days. If the work and the management requires, you need to work

RFID cards
You will be given an ID card and a RFID which you have to carry everyday without fail. You have to produce it as and when asked by the management. In case of Loss or damage to the card the expenses will be borne by you.

ONE STATUS eMAIL EVERYDAY :

Every employee is alloted certain task and is responsible to report to his senior, Team leaders or the CEO, as the case may be. At the time of interview you will be alloted a team leader to whom you have to submitt a daily work report in the prescribed format. Every Employee who is the leader of a particular project will send "at-least one Status e-mail to the Client" with the Title "Project Status Email" with cc to our CEO (Rohan Sir), stating what work has been done on that particular day. All employees excluding leaders, will use google docs excel sheet and update at-least once in a day the status of work they have done for that particular day. This sheet will be shared with their respective project leaders and our CEO. These reports and emails are very helpful for the company as well as the employees. This policy is to be strictly followed every day.

WORK ETHICS:
CONFIDENTIALITY
Any Information related to the business of the company received by you during the course of your employment with us will be treated as classified and confidential. You shall not disclose or divulge such informationto any third party whatsoever. On your leaving the employment of the company or terminationof your employment, all information, documents,records and materials whether in hard copy, photocopies or electronic media should be returned to the company and you will not retain any copies thereof.

CONDUCT:
It is essential for you to maintain a high standard in your behavior, performance in the tasks given to you and in following the company rules and regulations. Any violations in the above standards will result in the strict actions by the management. You should treat your colleagues respectfully and help them overcome their shortcomings and achieve the goals. It is better to avoid any kind of gossips and politics in the company.

MOBILE PHONES:
Mobile phones are a need of the hour so you may carry the mobile phones to the office. While in office you should take care that your phone calls and conversations should not disturb the others. It is advised to keep your mobiles on silent mode while in the office. Your mobile phone conversations should be limited while working. Talking on the mobile for long hours hampers the productivity and concentration of the employee.

CLEANLINESS:
You should keep your workplace clean. Cleanliness helps in working properly and

systematically. Please use dustbins to throw away the paper waste. Cooperate with the office house cleaning staff. It is the duty of all the employees to handle the office property with great care and keep them in the appropriate places. Any damages to the office property will be borne by the employee.

DRESS CODE:
You are expected to come to office in appropriate attire. Any kind of appealing, jazzy and revealing clothes should be strictly avoided. Formal Clothes are compulsory during Client Visit and training sessions. For Men: Formal Shirts, Trousers and a Tie if necessary, with formal shoes. For Women: Formal Shirts, Trousers, Punjabi Suits.

PERSONAL BELONGINGS:
The employees will be responsible for their personal belongings in the office. So they are advised to take care of their mobile phones, money bags and other valuable belongings. The company will not be responsible for any loss or damage to them.

SMOKING :
The company encourages a drug free environment. The entire office in a no smoking area. All the employees are expected to follow the same.

INTERNET FACILITY :
Internet facility is accessible to every employee. Internet is a very important and useful resource in the company. Every employee is expected to use this resource for the official use. Any personal use of the internet should be limited. Any employee using internet excessively for the personal use will be detained from using the facility.

PERFORMANCE APPRAISAL :
Every employee grows in knowledge and experience with time. So to appreciate his experience and work performance, the company awards an increment in a salary. This increment is based on the performance appraisals methods adopted by the company to measure the performance of every employee in the previous year. This appraisal takes place after completion of one year from the date of joining.

EMPLOYEE WELFARE:
All work and no play makes the work life uninteresting. The company tries to arrange events like birthdays, festival celebrations or picnics for the employees. These events help in refreshing the minds of the employees and helps everyone to socialise with each other. Every employee is expected to take active part in these events

COMMUNICATION:
Communication is very necessary in any office for smooth functioning. So various modes of communication are available in the office. Telephone, Gmail Chat, Skype etc. For any official purpose it is advisable to use the email system. You should be polite and precise while writing an email. It is necessary that you use these facilities for official use only. We have an open door policy in the company. The employees should feel comfortable and accepted in the company. So if there are any small or big difficulties, problems regarding any matter, the employees should not hesitate to communicate it to the HR department through email, phone call or even personally. We treat our employees as an asset to the company; hence their comfort is our top most priority. In case of any

complaints, the company will take care of the confidentiality. If there are any major or minor changes in the policy, procedures or if there are any announcements to make, the same would be conveyed to all the employees through emails and also will be put up on the notice board. The notice board is for the employees. You are welcome to put up interesting articles, pictures on the notice board with prior approval from the concerned person, for everyone to see.

HINDAVI LEAVE POLICY

Hindavi Technologies has drafted a LEAVE POLICY for its employees to attend to their personal work, contingencies and rejuvenation. All confirmed employees are entitled to leave, according to the rules and regulations stated below:

List of holidays.
The following are the public holidays during the Year 2011 No. 1 2 3 4 5 6 7 8 9 10 Holi Gudi Padwa Ram Navmi Maharashtra Day Independence Day Ganesh Chaturthi Dasera Laxmi Pujan Christmas Holiday Republic Day
th

Date 20th 2011 4th 2011 12th 2011 15th 2011

Day Mar Sunday

26 Jan 2011 Wednesday

April Monday April Tuesday

1st May 2011 Sunday Aug Monday

1st Sept 2011 Thursday 6th Oct 2011 26 2011 25th 2011
th

Thursday

Oct Wednesday Dec Sunday

This list is subject to change every year and will be communicated to everyone.

CASUAL LEAVE (CL)

Casual Leave is meant to meet urgent and/or unforeseen circumstances. Prior approval has to be obtained whenever possible, stating the reason for leave. In case of emergencies, leave must be submitted the day the employee resumes duty. Entitlement : Period : Encashment : 10 days in a year 01st January 31th December Nil

Accumulation : Not permitted Rules & Regulations: Every employee shall be entitled for a total of 10 days Casual Leave in a calendar year. In case of new employees the number of days entitlement during the first calendar year shall be as follows: For those joining service between January 1 to June 30 10 days For those joining service between July 1 to December 31 6 days

CL cannot be combined with any other leave. Sundays, holidays or any other weekly rest days falling before or after the CL shall not be counted as a leave. Any holiday that falls between two CL's will be counted as CL too. Any un-utilized CL standing to the credit of the employee as at the end of any calendar year shall lapse and will not be carried forward to the next calendar year. CL cannot be encashed. The management holds complete discretion in terms of granting such leaves and also for the period of time, such leave may be granted. The employee shall not be entitled to take more than 3 days of CL in a row (Excluding Sundays, holidays falling before or after) except in case of sickness.

SICK LEAVE (SL)

Entitlement : Period : Accumulation : Encashment : 14 days per year 01st July 30th June Nil Nil

Medical Certificate: Required from a registered Medical Practitioner for medical leave in excess of 2 days. Rules & Regulation: One day S.L can be counted as C.L its depend on discretion of the Management. In all cases of sick leave for more than 2 days, medical certificate from a Registered Medical practitioner will be required. In all cases of sick leave for more than one week the employee will be required to produce the Fitness Certificate while resuming duty. If such a certificate is not produced

the employee will not be allowed to resume duty. If an employee falls sick for a long period and if applies for leave, his absence will be adjusted against the sick leave due to him. If no sick leave is due to him, his absence shall be treated as leave without pay, or shall be adjusted against Privilege leave if due or leave can be refused at the sole discretion of the Management. When a medical certificate/fitness certificate from a Registered Medical Practitioner will be submitted, the Company reserves the right to get the employee medically examined by its own Doctor as and when the Company deems fit to ascertain the genuineness of the sickness. The Company will reject the medical certificate if it reasonably appears to be counterfeit or obtained under false pretext. If all sick leaves are availed, the next sick leave will be treated as Leave without pay.

Procedure for CL & Sick Leave: For availing Casual Leave, Leave application should be submitted to Human Resources & Administration department who will forward the application to Immediate Supervisor of the applicant after mentioning the balances on the prescribed form. CL application must be submitted immediately on resuming duty, in the prescribed format. If CL in case of sickness is more than 2 days, it should be supported by Medical certificate and Fitness certificate of a Qualified Doctor or Registered Medical Practitioner. In case the management so desires the company may get the employee medically examined by their own Doctor to determine the fitness of the employee when he resumes duty after sickness. The Head of Department shall sanction CL. The Human department shall be responsible for the whole process and record keeping.

MATERNITY LEAVE OF ABSENCE

Policy A request for maternity leave of absence will be considered on the same basis as other request for leave. Procedure: 1. Reporting pregnancy to employer As soon as the female employee-attending physician confirms the pregnancy, the employee should inform the Human Resources & Admin. Department along with a physician certificate of explaining work restriction if any, should give a reasonable time frame as to the latest date as prescribed by the physician to allow the employee to work. 2. Maternity Leave of Absence A pregnant employee may continue to work until such time as her physician feels that

continued performance of her responsibilities will endanger her health. Maternity leave of absence will be granted up-to 3 months (2 months with pay and 1 month without pay) i.e. preferably 6 weeks before the delivery and 6 weeks after the delivery. Maternity leave of absence will be granted twice during the employment.

3. Returning from Leave Upon delivery the employee should inform the Human Resources & Admin. Department of her availability to return to work along with physicians certificate. If the employee does not return to work upon expiration of her maternity leave and certification by her attending physician that she is physically and mentally capable to work, employment will be deemed to have terminated without notice.

SHORT LEAVE
This facility will only be provided to the employees to meet such type of emergency, which cannot be foreseen and comes to the knowledge of an employee while at work. The period of such leave will not be more than 2 hours at one occasion. The immediate supervisor will be the sole judge to determine the nature of emergency and the period of leave. The facility should be used in strict emergency conditions. Any absence more than the period actually granted would be counted half-day casual leave.

WORK FROM HOME POLICY

INTRODUCTION
This Policy has been compiled to ensure all workers fully understand and are able to comply with the Companys Working from Home procedures. No worker has the right to work from home, but every worker has the right to have his/her application considered. A decision will be based on the assessment of work activities, skills, competencies as well as health and safety considerations. Working from home may be combined with any overall working pattern, whether full or part-time.

DEFINITIONS
A home worker is someone who undertakes a significant proportion of work from home on an agreed regular and predictable basis. An individual undertaking of occasional or ad-hoc working is not considered to be a home orker. No personal reasons would be considered for Working from Home and such an employee is not considered to be a home worker.

PROCEDURE
Assessment of work activities, skills and compentencies and commitment to work. The Project Manager shall assess that the work itself is suitable for home working: How much face to face interaction is required with other task holders in the team or on the project? Is there a frequent need to refer to documents not available at home? Is there a constant need for access to resources or other colleagues? Other considerations for the Project Manager would relate to the qualities of the home worker Home working requires certain skills, abilities and qualities. For example the home worker will need to: be trustworthy, mature, self disciplined and self motivated, i.e not be distracted from working, be able to complete the expected working hours, and be able to work without direct supervision. be able to arrange their family or other commitments to facilitate a suitable working regime and environment. have good communication skills, for example be good at report writing and verbal reporting. (where necessary) be willing and able to use new or different communications and IT equipment. have higher than average self discipline and self management skills, particularly time management.

TRAINING AND PERFORMANCE

For any work from home provisions, the following conditions have to be practiced: There is a clear understanding by both parties of what is expected of each and on what timescale. The employee produces a task and effort sheet to the Project Manager on a daily basis stating the work done. This document must be approved by the Manager to qualify the working hours as payable by the company. There are agreed arrangements for the immediate Project Manager and the employee to review progress jointly at appropriate interval. Satisfactory arrangements are in place for ensuring that employees working at home over an extended period are kept in touch with developments of their department/resource group and receive appropriate company communications There is no risk to commercial security arising from any need to work with documents or computer data off-site Due regard has been paid to any health and safety implications The commitment to an employee to allow homeworking is not open-ended and it is clear that it will only be renewed if the arrangement is proving completely satisfactory to both parties. Company Management has the right to cancel any such provisions given to the employee without any notice.

COMPANY AUTHORIZED WORKING FROM HOME AGREEMENTS/PROCEDURE

If an employee has a reason to request working flexibly they must put this request, formally, in writing to their Project Manager. The Manager shall review the application and consider options for approval based on criteria mentioned in PROCEDURE section of this document. If agreed the employee will receive a written agreement, which they will be required to sign. Otherwise, the employee cannot be considered as a Home Worker and shall not be paid for their absence in the office.

AD-HOC WORKING FROM HOME

Any ad-hoc working from home requires authorization from the employees Project Manager. Working from Home will only be possible if: The employee is physically unable to report to the office but is in a condition to do productive work. Has to handle client calls after work hours (for US based Projects) The employee is required to work on a bid or project that requires self contained, dedicated effort and which could be completed more efficiently than at their normal place of work. When the employee has a personal commitment which could accommodate a short term working from home arrangement. The commitment to an employee to allow ad-hoc homeworking is at the discretion of the Management.