1/1/2018

SPURRIN INNOVATION PVT LTD EMPLOYEE HANDBOOK

Spurrin Innovation Pvt Ltd

Caravel Info Park, #24, 1st A Main, S.T Bed Layout, Koramangala 4th Block,
Bangalore – 560034
L: 08069990069/ 08041620606 W: www.spurrin.com

“This document is confidential to Spurrin Innovation Pvt Ltd. The information contained herein is not to be distributed, revealed or
disseminated outside the company to any other party without the prior expressed consent and written permission of Spurrin Innovations,
Bangalore, India.”


Your Day One

On your first day at Spurrin, you will be given a welcome kit with various related
forms and documents, if necessary. These forms have to be filled and submitted to
the management as appropriate.

You need to hold a bank account, if not you can talk to the management to facilitate
in opening the account.

The management will make arrangements for your workstation, system, telephone
and other requisites that would be required for you to start your work in case your
work location is at Spurrin office. If you are deployed at any of our client locations,
you would be required to follow the procedures as applicable.

A brief induction and orientation session will follow.

Your Company

Open Door Policy

We strongly encourage you to share thoughts, suggestions, concerns, seek

information, provide inputs and resolve problems / issues through your immediate
manager. Managers are expected to listen to employees’ concerns, to encourage
their inputs and to seek resolutions to their problems.

Work Culture

Spurrin’s work culture is characterized by open and informal dialogue between

employees and management. Teamwork plays an important role in the workplace,
and mutual respect is a key term. Interactions between colleagues are informal and
relaxed, and sense of humor plays an important role in everyday life.

Many Spurrin-ians prioritize family life very highly and go straight home after work.
Often there are get togethers in some restaurants/halls to relax and have fun.

HR Practices

• Flexible work arrangements

• Flexible work time
• Encouragement for teamwork and cooperation

• High employee satisfaction

• All employees on first-name basis
• Ample opportunity to give ideas and suggestions
• Constant motivation for better performance
• Competitive market driven compensation and benefits.
• Link performance appraisals to pay
• Comprehensively considers and shoulder workforce issues

Work Etiquette

The office has been divided into workstations, with each individual being allotted a
separate workstation. As soon as you join us, you will be allotted a separate
workstation. You may have to bear with some initial adjustments; it’s our
responsibility to avoid such delays, whenever possible.

Kindly do not shift your workstation, without prior intimation to the management.

Office Attire

The key operative factor on dressing is “ELEGANCE”. The dress code is semi-
formals/casuals on all weekdays/Saturdays.

However, employees working in the client location can follow the dress code of the
client.

Working Hours

We work 5 days in a week from Monday to Friday except for weeks with 1st and 3rd
Saturday. The regular working hours begin at 9.30 AM and end at 6.30 PM during
the week and 9:30 AM to 4 PM on the above mentioned Saturdays.

Flexi Time: We practice flexi time till 10.00 AM which should be compensated by
working till 7.00 PM during normal working days.

If you report to work after 10.00 AM;

0-2 days in a month Yellow Band A gentle reminder

3-6 days in a month Pink Band Will be accounted half day leave (CL)
7-10 days in a month Orange Band Will be accounted one day leave (CL)
Above 10 days in a month Red Band Will be accounted three days leave (CL)

Being on time is not just an organizational requirement, but also a reflection of our
regard for discipline and punctuality, so please be on time.

Lunch and T-break

Tea/Coffee will be available in your desks hence no stipulated T-breaks. However, a

max of 15 mins of Tea/Smoke break twice a day is allowed. Lunch break again is
not stipulated however 30 mins during 12:30 – 2:30PM is allowed.

Attendance & Movement Register

Kindly sign in the attendance register to register your presence. This is a

statutory/company requirement. Also remember to sign the time-in / time-out
register. This will be automated very soon and hence comply accordingly.

In case you leave the office premises during office hours either for Official or
Personal purposes kindly sign the movement register, this is a must and violation
will not be tolerated.

Personal Emoluments & Perks

Your salary will be directly credited to your salary account on or before 10th of every
month. In case of unauthorized absence and leave without pay pro-rata deductions
will be made.

As your salary details are confidential information we request you to keep it that
way. Discussing this with peers is against the company policy.

TDS and Professional Tax

Tax, if required will be deducted at source from salary as per tax laws prevailing
from time to time, if applicable. Once in a quarter the organization will accept
declaration with adequate proof for the purpose of computing tax, all the
employees need to furnish information regarding their investment for the purpose
of tax computations.

Details like medical receipts, rent receipts, home loan, Investments in PPF,
insurance receipts etc. are some of the documents required for this purpose. At the
time of joining you are required to produce details of previous employment
earnings and tax deducted at source.

Designations

For Talent Search staff the designations are;

Manager - Talent Acquisition - Lead Talent Scout - Senior Talent Scout - Talent
Scout, in descending order.

For Marketing staff, the designations are;

Client Success Head – Client Success Manager – Client Success Executive, in

descending order.

For Technical staff the designations are;

Project Manager - Project Lead - Team Lead - Senior Software Engineer - Software
Engineer - Programmer, in descending order.

Performance Appraisals

Your salary will be reviewed periodically as per company policy and as discussed
with you. Your increments are discretionary and are subject to your performance
and results during the review period. The HR/Management will take regular
feedback from the reporting manager and based on the feedback received, you will
have an apposite appraisal.

Don’ts

Smoking during allocated work hours

Smoking is strictly prohibited inside the office and corridors during allocated work
hours. However, you may do it during tea/smoke breaks.

Workplace Harassment

It’s our policy that any form of racial, sexual, national origin or other harassment of
or abusive treatment towards employees, guests, customers, or applicants for
employment in any form will not be tolerated.

Employees are expected to treat their colleagues, clients and other with due
respect.

Any employee who feels that he or she is a victim of harassment may bring this to
the notice of HR department/management and necessary action will be taken.

Some more don’ts;

• Use of Abusive, threatening or obscene language

• Using of languages other than English as “office hour language”, inside office
premises.
• Disorderly conduct of any kind in the premise of the company or client such
as fighting (oral & physical)
• Violation of rules and regulations set by the company
• Causing hazardous or unsafe working conditions
• Personal conduct, which is obnoxious or abusive to other employees or to
customers. This includes gossiping and spreading rumors and statements
that are of a defamatory nature.
• Restricting or interfering with others’ work or attempting to induce others to
do so.
• Misuse of internet and other facilities provided by the organization.
• During work hours, use of social media sites, news websites, and mobile
applications not relevant towards work nature is a strict no.

Non conformity to workplace expectations

• Violation of safety and security rules

• Gambling in company or client premises
• Performing personal business during working hours
• Engaging in other employment without prior approval from the management
• Discussing your salary and benefits with other employees.
• Theft of company property.
• Signing on behalf of other employee
• Possession of weapons
• Using of personal disks, CDs etc.

Policies

Leave Policy

1. Objective: The objective of this policy is to define the various types of leave
entitlement and the procedure to avail such leave.
2. Effective Date: This policy will come into force effective January 1, 2018. The
leave accounting year will be the January to December every year.
3. Entitlement: All employees who have completed 3 months and/or on the rolls
of the Company will be entitled for the following leaves.
4. Types of Leave:
• Casual/Sick Leave (CSL) for pre-planned event/ ill health.
• Earned Leave (EL) for annual relaxation, recouping and to fulfill
personal, social or religious obligation.
• Maternity Leave (ML) for married woman employees during
confinement.

Types of Leave No of days

Casual/Sick Leave (CSL) 12
Earned Leave (EL) 12
Maternity Leave (ML) 12 Weeks
Approved Leave Without Pay (ALWP) -
Compensatory Off (CO) Upon Approval

5. Earned Leave (EL)

5.1 Every employee shall be eligible for 12 days of EL after completing 1 year in
the organization and will be calculated on a pro-rata basis.
5.2 EL cannot be availed more than 2 times a year, 6 days at a time.
5.3 EL will be credited to every employee on a pro-rata basis.
5.4 Availing of EL should be planned by the employee well in advance and
communicated to their respective superiors / Function head.
5.5 All Holidays/Weekly off days falling in between a spell of EL shall be counted
as PL. However, Sundays, holidays or any other weekly rest days falling
before or after the PL shall not be counted as leave.

5.6 Any unutilized EL shall be carried forward to the next leave year. EL if not
availed can be accumulated up to maximum of 30 days. Beyond 30 days EL
will automatically lapse.
5.7 Employee will be eligible for leave encashment for the number of days
he/she has to his/her credit at the time of separation.
5.8 EL will be calculated on the basic salary of the employee.

6. Casual/Sick Leave (CSL)

6.1 All confirmed employees after probation period will be eligible for 12 CSLs
released on 1st of every month and will be calculated on a pro-rata basis.
6.2 All Holidays/Weekly off days falling in between a spell of CSL shall be
counted as Leave. However, Sundays, holidays or any other weekly rest days
falling before or after the CSL shall not be counted as leave.
6.3 Employees availing SL for more than 3 days for medical reasons should
produce Medical Certificate.
6.4 Any unutilized CSL shall not be carried forward to the next month and leave
year (calendar year)

7. Maternity Leave (ML)

7.1 Every female married employee will be eligible for 12 weeks of Maternity
leave.
7.2 ML will be restricted to two live births during the life of a female employee.
7.3 Minimum 240 days of actual work preceding the date of expected delivery is
necessary for the grant of ML.
7.4 Employee may avail of twelve weeks of ML, six weeks each preceding and
following the delivery. Employees requiring extension of leave on medical
grounds should produce a Medical Certificate and leave will be considered on
merits of the case.
7.5 In case of miscarriage, based on the company medical advisor’s
recommendation, leave will be granted up to six weeks following the day of
miscarriage.

8. Approved Leave Without Pay (ALWP)

8.1 If an employee doesn’t have any leave to his/her balance and the situation
warrants him/her to take the leave, the leave is granted by the company as
ALWP.

9. Compensatory Off (CO):

9.1 Employees working on Weekly Off / Company holidays for the full day or a
part, thereof but exceeding 8 hours in a day shall be entitled to compensatory
off upon approval from team leader/manager and can be availed within 60 days
following the work day further to which the leaves would collapse.
9.2 Employee can accumulate CO subject to a maximum of 9.

10. Procedure for Availing Leave

10.1 The applicant should fill the Online Leave Form (shared via
Email/mentioned below).
10.2 For urgent leaves which are not pre- planned, same procedure has to be
adopted once the applicant rejoins the office.
10.3 For maternity leave, provisional leave application must be made at least 20
days before the expected date of delivery.
10.4 This policy will be reviewed periodically and amendments will be made
suitably to conform to business we are in from time to time. The Management
reserves the right to make such changes as may be required.

11. Leave Application Form

https://forms.zohopublic.com/virtualoffice10541/form/LeaveForm/formperma/
KmNbH1hsPskQhPA-puvIVCio3Zpveu6YwNFQuZF-7kY

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Holiday List

An employee is eligible for 12 days Company holiday apart from CSL and EL in a
calendar year.

Date Holiday
01-Jan-18 New year

26-Jan-18 Republic Day

30-Mar-18 Good Friday

01-May-18 May Day
15-Jun-18 Eid al-Fitr
15-Aug-18 Independence Day
13-Sep-18 Ganesh Chaturthi
19-Oct-18 Dussehra
02-Oct-18 Gandhi Jayanthi
01-Nov-18 Karnataka Rajyotsav
06-Nov-18 Diwali
25-Dec-18 Christmas

Exit/Separation Policy

The objective of this policy is to outline the procedure to be followed during

separation.

Applicability: This policy is applicable to all the employees of Spurrin Innovation Pvt.
Ltd.

Procedure: Care is to be taken that all resignations are treated with maximum
confidentiality by all concerned, till formally accepted by the Company.

• The employee will submit his resignation to his Manager/management.

• The manager would take a decision jointly with the management on the
release date of the employee.

Notice Period: The purpose of notice period is to provide time to the employee to
finish his/her assigned task and the Company to make alternative arrangements.

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Employees who wish to resign are required to give notice as specified in their letter
of appointment or subsequent letters issued thereafter specifying such or similar
terms relating to notice period.

The company at its sole discretion may relieve an employee prior to the expiry of
notice period.

Termination: An employee may be terminated from the services of the company if

the employee has worked against the interest of the company.

Settlement of Dues: All settlement will be computed after last day of the month.
Settlement will be calculated based on the number of days worked. Leave salary is
permitted only if the employee completes at the least 3 months with the
organization. Encashment of leaves will be computed on the basic salary of the
employee on the month of separation and the mode of calculation will be in
accordance with the Leave Policy of the Company.

Leave salary can be a management decision if the separating employee has not
worked for the interest of the company

Compensation in Lieu of Notice Period: Company reserves the right to pay or not to
pay or recover salary in lieu of notice period as follows;

In the event of early release on ethical grounds notice pay salary will be decided on
a case to case basis. For early release for misconduct etc., no salary will be payable
for unexpired notice period.

- End of Document --

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