HR Policy – Creative Crows Technologies Pvt. Ltd.

1. Introduction

This document outlines the Human Resources Policy for Creative Crows Technologies Pvt. Ltd. Its purpose is to establish clear and consistent guidelines, expectations, and standards of conduct for all employees, ensuring a professional, productive, and fair work environment. This policy is subject to change based on the company's operational needs and applicable laws.

2. Recruitment & Onboarding

The Company maintains a transparent recruitment process to ensure fairness and equality in hiring.

Background Verification: Successful candidates must undergo a compulsory background verification process before a formal offer of employment is confirmed. Any action can be taken by the company post the appointment, if the background verification or information received to CCTPL is inconsistent with the information provided by the candidate.

Offer and Appointment Letters: The Offer Letter will be rolled out on selection of a candidate. An official Appointment Letter will be issued by the HR department on the date of joining.

Joining Formalities: On the date of joining, all new employees must complete the necessary formalities, which requires submitting photocopies and verification of original documents. These documents include, but are not limited to, proof of identity (ID proof) (such as Driving License / Passport / PAN Card ), educational certificates (10th, 12th, Graduation, and any other certifications), bank details, previous employment documents (relieving letter, experience letter, last three months’ salary slips, if applicable), and a recent passport-size photograph.

3. Working Days, Hours & Attendance Standard Working Week:

The standard working week will be from Monday to Friday and for 2nd, 4th, 5th Saturday.

Off Days: All Sundays and 1st and 3rd Saturdays.

Standard Working Hours: The standard working day at CCTPL is 9 hours, which includes a dedicated lunch break of 45 mins and tea break of 15 mins during the 2 nd half.

Work Timings: Work timings are from 9:30 AM to 6:30 PM.

Flexible Work Hours: Employees must get an advance approval for any flexible working hours for a specified duration or specific days.

Attendance System: Attendance is recorded through a Biometric/ Online attendance monitoring system. Use of this system is mandatory.

Late Coming Policy: Punctuality is mandatory and will contribute toward final appraisal. Any instance of an employee being late for more than 15 minutes, 3 times in a month will result in a formal warning and/ or a salary deduction of one day, as determined by the reporting manager and HR.

Extension of Hours: Employees may be asked to extend their working hours as and when required by project demands.

Compensated working Days: Employees may be asked to work and compensate days for sudden holiday/ days off declarations.

4. Leave Policy

Casual Leave (CL): 6 days per year.

Sick Leave (SL): 4 days per year. HR has the discretion to ask for a doctor's certificate.

Privilege Leave (PL): 2 

Earned Leave (EL): Employees are entitled up to 3 Earned leaves, after the successful year of employment.

(This will be derived/calculated from existing allocated CL ,SL & PL if not consumed during the year.)

Leave Encashment: The earned leaves can be encashed post completion of the Financial year.

Optional Leaves: Holidays will be granted as per the Company list and communicated at the beginning of the calendar year usually 10 per year, plus 2 days as per employees wish.

Leave Without Pay (LWP): LWP can be availed by a person if the person has no remaining other leaves.

Leave During Probation: Employees are generally not entitled to leaves or permitted to apply for it during the probation period. Any leaves taken during this period will be marked as LWP.

Uninformed Absence: Any uninformed absence from work will result in a salary deduction for the period of absence and may also lead to disciplinary action.

Leave Preceding/ Succeeding a Weekly Off: If an employee is absent on the last working day immediately before the weekly off and on the first working day after the weekly off then, (Saturday and Sunday) will be treated as leave day (that is 4 days in all) and will be deducted from the accrued leave balance. This clause will not be applicable if a person has applied for leave one month in advance.

Compensatory Off: A person should apply for a Comp Off/ Compensatory Off after working on a day off/ Holiday. Leaves cannot be carried forward to the next year.

Leave Encashment Policy: Only Earned Leaves can be encashed at the end of the year and calculated on the basis of Basic Salary.

5. Probation & Confirmation Probation Period:

The standard probation period is six (6) months from the date of joining.

Extension of Probation: The company reserves the sole discretion to extend the period of probation if the employee's performance is deemed unsatisfactory.

Confirmation: A formal performance review will be conducted before the end of the probation period to determine confirmation of employment.

Termination during Probation: The employment may be terminated by the company during the probation period with a 7 days notice.

6. Code of Conduct Professionalism:

Professional behaviour is mandatory at all times, both inside the office premises and while representing the Company externally.

Non-Discrimination & Anti-Harassment: The Company maintains a zero-tolerance policy against discrimination, harassment, or misconduct of any kind inside or outside the office.

Confidentiality: Confidentiality of company data is paramount. All employees are subject to an NDA (Non-Disclosure Agreement) or Confidentiality clause. Employees are strictly prohibited from using, publishing, or disclosing any "Confidential or Proprietary information" (including solution models, client lists, research, and marketing strategies) during or after their employment, without prior express consent.

Dress Code: The dress code is Formal/ Semi-formal on all weekdays (Monday to Thursday). Fridays are designated as 'Casual Friday'. However, round neck T-shirts are not allowed on any days or T-shirts with messages.

Birthday and other Celebrations: Will be held during the lunch break between 1:00 PM and 1:45 PM.

Substance Abuse and Off-Duty Conduct Clause: The Company maintains a strict zero-tolerance policy towards the possession, use, distribution, or influence of illegal drugs or controlled substances. Any employee found to be in possession of, or under the influence of, illegal drugs or controlled substances—whether on Company premises or outside the workplace, including during off-duty hours—may be subject to immediate disciplinary action, up to and including termination of employment. Such conduct, even outside of work hours, may be deemed as a violation of the Company's code of conduct if it adversely affects the employee’s performance, the safety of others, or the reputation and best interests of the Company.

7. Salary & Benefits Salary Payment:

The monthly salary will be credited to the employee's bank account on or before the 10th of every month.

Statutory Deductions: The company complies with all statutory regulations. Provident Fund (EPF), ESIC and Professional Tax will be deducted as per the prevailing government norms. Gratuity is also included as a retirement benefit as per company policy.

Overtime (OT): Overtime work is not generally encouraged. However, if mandatory and approved by the reporting manager and HR in advance. Compensatory Time Off will be given by HR to the person who has worked additional time through a formal email and approval process.

Performance-Based Pay: Performance bonus/ incentives will be awarded based on the employee's annual appraisal and the Company’s performance.

8. Performance Appraisal Appraisal Cycle:

The company follows an Annual appraisal cycle from April-March (Financial Year).

Review Process: Employee performance will be reviewed based on Key Performance Indicators (KPIs), achievement of goals, and feedback by the reporting officer & management.

Hike/Promotion: Any Hike in salary or Promotion will be at the discretion of the Management.

9. Resignation & Exit Policy Notice Period (Employee):

Should an employee wish to resign from the organization, they are required to serve a minimum notice period of 90 working days.

Notice Period (Company): The Company reserves the right to terminate employment by providing notice as per the appointment letter.

Waiver/Reduction: The Company retains the right to reduce the notice period depending on the project status and the employee's request.

Exit Formalities: All employees must complete the necessary exit formalities before the final settlement, including handing over all company assets and completing the knowledge transfer.

Retirement Age: The standard age of retirement is sixty-two (62) years.

10. Disciplinary Action The following is a non-exhaustive list of disciplinary actions for misconduct:

General Misconduct: For minor offences, the standard procedure is: Verbal Warning → Written Warning → Suspension → Termination.

Gross Misconduct: Actions deemed as data breach, fraud, dishonesty, insubordination, negligence, or refusal to comply with lawful orders will result in direct termination and may lead to legal action. Violation of Code of Conduct (from above): Will be considered as gross misconduct and is grounds for immediate termination.

11. Approval: Work From Home / Remote Work

From Home (WFH) is allowed only with prior approval from the reporting manager and is primarily granted as per project requirements. Employees should consider this to be a privilege than a right.

Availability: Employees must be available online and responsive during WFH. IT Policy: When provided, the Company laptop and access policy are strictly applicable during remote working.

Reporting: Daily work updates and a task completion report must be submitted to the reporting manager at the end of the day.

12. Other Policies Anti-Harassment & POSH Compliance:

The Company is committed to providing a safe workplace and strictly adheres to all Anti-harassment and Prevention of Sexual Harassment (POSH) compliance requirements, including having an Internal Complaints Committee (ICC).

Grievance Redressal: A formal grievance redressal system is managed through the HR department to address employee concerns fairly and promptly.

Training & Development: To ensure continuous professional growth, Training & development sessions will be organized annually for employees based on organizational and technological needs. The Company reserves the right to require employees to undergo specific training and certifications to upgrade skills.