英文版的员工手册.docx

英文版的员工手册.docx

《英文版的员工手册.docx》由会员分享，可在线阅读，更多相关《英文版的员工手册.docx（14页珍藏版）》请在冰豆网上搜索。

英文版的员工手册

I.TheCompanyPhilosophy…………………………………………………..3

II.TheCompanyMission..............................................................................3

III.AbouttheHandbook…………………………………………………………..4

IV.Employment

Appointment……………………………………………………………………….5

JoiningFormalities………………………………………………………………..5

ProbationaryPeriod………………………………………………………………5

WorkSchedule……………………………………………………………………6

WorkBehavior…………………………………………………………………….6

PerformanceExpectations………………………………………………………7

PerformanceEvaluation…………………………………………………………7

JobDescription…………………………………………………………………...8

RolesResponsibilities…………………………………………………………...8

Promotions………………………………………………………………………..8

Transfers………………………………………………………………………….8

V.Compensation

Pay………………………………………………………………………………...9

PayPeriods………………………………………………………………………9

PayMode…………………………………………………………………………9

CompensatoryandOvertimePay……………………………………………..9

VI.AttendanceandLeaves

Attendance……………………………………………………………………..10

Timings………………………………………………………………………….10

Holidays…………………………………………………………………………10

Flexi–Hours……………………………………………………………………10

Leaves…………………………………………………………………………...11

VII.Benefits

CertificationandTrainingexpenses………………………………………….12

HospitalisationandHealthInsurance………………………………………..12

TaxPlanning……………………………………………………………………12

VIII.WorkPlaceBasics

CleanWork–Place……………………………………………………………13

Confidentiality…………………………………………………………………..13

PatentsandCopyrights………………………………………………………..13

Misconduct……………………………………………………………………...13

DisciplinaryActions…………………………………………………………….13

PersonalAppearance………………………………………………………….13

BusinessAttire………………………………………………………………….13

CasualAttire…………………………………………………………………….13

InappropriateAttire……………………………………………………………..13

PersonalBelongings……………………………………………………………14

SmokingPolicy………………………………………………………………….14

Equipment&Facilities………………………………………………………….14

Parking…………………………………………………………………………...14

TelephoneUse…………………………………………………………………..14

InternetUse………………………………………………………………………14

IX.Communication

BulletinBoard…………………………………………………………………….15

InstantMessenger……………………………………………………………….15

WebMail……………………………………………………………………….....15

X.Grievances

GrievancesHandling…………………………………………………………….15

ProcessImprovement……………………………………………………………15

EmployeeSuggestionProgram…………………………………………………15

X!

.Closing………………………………………………………………………………..16

AbouttheHandBook

AsanemployeeofHalcyonTechnologies,youhaveyourownuniquedutiesandresponsibilities.ThishandbookisdesignedtoassisttheemployeesofHalcyonTechnologieswhoaregovernedbytheRulesandRegulationsoftheCompany.Itistohelpyouunderstandthesystemyouworkforbyprovidinganoverviewofimportantrights,policiesandbenefitsyouhaveasanemployeeofHalcyon.ThoughthisHandbookisnotintendedtocoverallthepoliciesandproceduresingreatdetail.Formoredetailedquestions,contacttheHRDepartment.

Thishandbookappliestoalltheemployeeswhoareinpermanent,probationaryandtraineeappointments.

Employment

1）Appointment:

YourappointmentisbasedonyourperformanceintherecruitmentprocessofourCompany.YourappointmentissubjecttothetermsandconditionsmentionedintheAppointmentLettergiventoyou.YouneedtogiveyouracceptancebysigningandreturningtheduplicatecopyoftheAppointmentLettertotheHRdepartment.YourSigningtheAppointmentLetterimpliesthatyouagreetothetermsandconditionsmentionedintheAppointmentLetter.

2）JoiningFormalities:

Atthetimeofjoining,youwillbegivenwithaNewEmployee

JoiningApplication,whichyouneedtofillincompletelyandsubmitittotheHRDepartment.Youarealsorequestedtobringthefollowingoriginalcertificatesalongwithtwosetsofcopies（A4sizeonly）.ThesedocumentsarealsoessentialtoobtainaVisawhenyoumayberequiredinthefuturetogoabroadonbusiness/work.Soitwouldbeinyourinteresttoensurethattheyareallinplaceatthetimeofjoiningtheorganization.

a）SignedCopyofOfferletter.

b）Degree/Provisional/CoursecompletionCertificateofallCollege/Universityqualifications.

c）MarksheetsofallCollege/Universityqualifications（allsemesters）

d）Certificates&Marksheetsof10th&12thclasses

e）3passportsizephotographs

f）Copyofyourpassport（ifyoudon’thaveapassport,kindlyapplyforoneimmediately,sinceitwouldbetoyouradvantagetohaveoneatthetimeofjoining）

g）Relievingletter（incaseyouarealreadyemployed）

h）LatestPaySlip/Form16（ifalreadyemployed）

i）Fourwheelerdrivinglicense（ifalreadyobtained）

AlltheabovedocumentswillbekeptinEmployee’sPermanentPersonnelFilealongwiththeNewEmployeeJoiningForm.

InadditiontotheaboverequirementsyouneedtoopenaSalaryAccountwith

HDFCBankforyourSalaryCredits.TheFormalitiestoopenanaccountcanbe

discussedwiththeHRdepartment.

3）ProbationaryPeriod:

Theprobationaryperiodservesasanextensionofthe

selectionprocessandgivesbothyouandyoursupervisortimetoseeifthejobisrightforyou,andyouarerightforthejob.AspertheCompanystandardsyouwillbeonprobationforaperiodof3monthsfromthedateofjoiningandmaybeconfirmedasapermanentemployeeuponsuccessfulcompletionofyourprobation.Yourperformanceduringthisperiodwillbeappraisedbasedoncertainstandardssetbythecompanywhichwillbediscussedwithyouatthetimeofjoining.InadditiontoyourperformanceduringtheProbationaryPeriod,yourconfirmationasapermanentemployeeissubjecttoyoursubmittingtherequisitedocumentsasrequiredbytheCompany,mentionedaboveinthesectionof“JoiningFormalities”.

IfyoudemonstratesatisfactoryworkprogressduringtheProbationaryPeriodand

thedecisionismadetocontinueyouremploymentattheendoftheprobationary

period,youwillreceiveapermanentAppointmentLetterinthisregard.Ifwork

progressisnotsatisfactory,anemployeecanbeterminatedwithanopportunityfor

appealatthemanagement’sdiscretion.

4）WorkSchedule:

Thestandardworkweekscheduleisfivedaysperweek,eight

hoursadayplusaonehourmealperiod.Otherschedulesapplytopart-time

andsomeshiftemployees.

TheCompanyalsohasaFlexibleWorkSchedule.Whereinemployeeshavethe

optiontochooseavariableworkschedulethatallowsemployeestochooseadaily

workscheduleandmealperiodwhichismostcompatiblewiththeCompany

requirementsaswellastheirpersonalneeds.Theemployeeandthesupervisor

shallagreeuponinadvanceofsuchVariableWorkScheduletobefollowed,

consistentwiththeneedsoftheCompany.

ThefollowinggeneralrulesapplytotheFlexibleWorkSchedule:

Anemployee,whoarriveslaterthanscheduledtime,maybepermittedtomakeupthedeficitbyworkingthatmuchlongerattheendoftheworkdayaccordingtotheworkneedsoftheCompany.Otherwise,thetardinessshallbechargedtotheappropriateleavecategory.

Supervisorsshalltakeappropriateactiontocorrectanyabuseormisuseof

thisprivilegewhichmayincludedeductionsfromemployee’spay.

Ifanemployeereportstoworkearly,theemployeemay,withthesupervisor’spermission,beginworkatthattimeandleaveatacorrespondinglyearlyhour.

Ifanemployeeleavesworkearlywithoutpermission,thetimeshallbe

deductedfromtheemployee’spayormaybechargedtotheappropriate

leaveaccountifjustified.

Anemployeeworkinglaterthanscheduleduetoworkload,canclaimtheextrahoursworkedaccordinglythenextday,withtheconsentofthesupervisor,keepinginmindthenextday’sdeliverables.

5）WorkBehavior:

Itisessentialthatallemployeesacceptpersonalresponsibilityformaintaininghighstandardsofconductandjobperformance,includingobservanceoftheCompanyrulesandpolicies.Violationsofthesestandardswillresultindisciplinaryaction.Disciplinaryactionisconsideredadimensionofperformanceevaluation.Itisacorrectiveprocesstohelpemployeesovercomework-relatedshortcomings,strengthenworkperformanceandachievesuccess.

6）PerformanceExpectations:

AtthetimeofjoiningyouwillbegivenacopyofyourJobDescriptionalongwithasetofexpectationsthattheCompanyislookinginyou.Thesesetofexpectationswillbemadeinconsultationwithyou.

7）PerformanceEvaluation:

AnnualPerformanceEvaluationwillbedoneduringthemonthofAprileveryyearforeachemployeehavingbeenemployedforsixmonthsorlonger.Theevaluationperiodwillcovertheperiod1stAprilthrough31stMarch. SelfAppraisalformswillbegiventoeachemployeetoappraisethemselvesonwhattheiraccomplishmentswereduringtheAppraisalYear.Completedformshavetobereturned,throughappropriatechannels,totheHRTeam.Uponreceiptoftheevaluationform,thefollowingactionswillbeaccomplished:

TheImmediateSupervisorwill:

a）Completetheevaluationformaspromptlyaspossible.ExceptionalmustbediscussedinCommentssectionoftheevaluationform.Describewhyperformanceisnotsatisfactoryandspecifyhowperformancecanbeimproved,orexplainwhyperformanceisoutstanding.

b）Discussevaluationwiththeemployeeemphasizingstrongandweakpointsinjobperformance.Commendtheemployeeforajobwelldoneifapplicableanddiscussspecificcorrectiveactionifwarranted.Setmutualgoalsfortheemployeetoreachbeforethenextperformanceevaluation.Recommendationsshouldspecificallystatemethodstocorrectweaknessesand/orpreparetheemployeeforfuturepromotions.

c）Allowtheemployeetomakeanywrittencommentshe/s