EMPLOYEE MANUAL

TECHNOLOGIES
EMPLOYEE
MANUAL

1) Introduction
2) About the Company
3) Company’s mission
4) The Company vision
5) Equal Employment Policy
6) Affirmative Action Office
7) Hours of Operation/Work Schedules
8) Holidays
9) Paid Leaves
10) Sick Days
11) Casual Leave
12) Professional Standards and Business Conduct
13) Employee Records and Information
14) Probationary Period
15) Promotions and Transfers
16) Employment of Relatives
17) Termination and Rehire Policies
18) Notice by the Individual
19) Notice by the ADODIS Technologies
20) Termination for Cause
21) Rehire
22) Absences and Lateness
23) Business Expense Reimbursement
24) Telephone and Computer Use Policy
25) Smoking Policy
26) Dress Code Policy
27) Safety Policy
28) Workplace Security Policy
29) Drug and Alcohol Policy

Introduction
Welcome to ADODIS TECHNOLOGIES. This handbook was
developed to provide you with an information resource for common
questions and concerns. If you have questions or concerns about the
policies outlined here, you should contact your manager or Human
Resources.
The policies stated in this handbook are subject to change at any
time at the sole discretion of the Company. From time to time, you
may receive updated information regarding any changes in policy.
The contents of this handbook are not intended to create a
contract or agreement between the Company and you. For those
employees in a position covered by a collective bargaining
agreement, you should refer to the agreement which governs
your terms and conditions of employment.
There are specific procedures for many of the general policies
stated in the handbook. Please direct any questions to your manager,
department head, or to Human Resources.
About the
Company
Adodis is a web development company based out in Bangalore,
whose primary focus is Enterprise Applications, Portal
Development and Service Oriented Architectures (SOA). Adodis’s
focus areas are Web Hosting, Design and Development services
and product development. Continuous investment in R&D and
training has allowed Adodis to keep ahead of the new trends in
technology. The company is dedicated to providing technology
solutions to its clients that are aligned to their business strategies and
at the same time, are cost effective, flexible, scalable, robust, and
require low maintenance. The company is flourishing with glory of
success and maintains its supremacy in the world market. The
clients all around the globe witnessed the niche of rich quality and
service.

Our Vision:
Quality: If there is no quality work, we can’t be in business for
a long time.
Customer Satisfaction: A satisfied customer will bring
2 other customer with him.
Smart Work Place: Achieve better results through smart
work
Our Mission:
Whatever business Adodis does, It has to be
BEST in the business.
Number ONE in the business
FIRST in the business
It is a responsibility & duty of each every employee to meet our
company’s
mission.
Employment Policy
Employment status: This defines and details the employment
status and procedures with Adodis for application of personnel
policies and benefits.
Probationary period: Newly recruited staff should go through 6
months of probation period. All probationers are under review and
observation, during the period, and confirmation of their service is
subject to their satisfactory performance, conduct and discipline. The
probation period shall be counted in the length of service.

Regular Employee: An employee who works on a regular
scheduled basis (whose services are confirmed and classified as
administrative, Supervisory, executive professional).
Non regular Employees: persons taken on contractual basis for a
maximum period of 6 months, which can be extended on mutual
agreement, with no obligation of regularization of services. Eg:
Contract Employees and Student Trainees.
Recruitment: Staff selection and recruitment is done from
amongst those who meet the designated requirements by an
examination or recruitment interview.
Disqualification: persons who fall under any of the following
conditions shall be disqualified:
1. An incompetent or a quasi- incompetent.
2. A person who received a sentence of imprisonment or higher
and
served the sentence or non-execution has been confirmed not
less than
2 years ago.
3. A person whose citizenship was suspended of forfeited under
the law.
4. A person who does not meet the selection standards.
Nullification of Employment: Employment of the person who falls
under any of the following can be nullified:
1. The documents submitted when joining the company contain
any false information (including resume). A person who
refuses submitting HR related documents without a proper
reason.
2. A trainee who has a bad record at training or at work, who
is found unsuitable for the job or found in a negative

health condition.
3. A person who failed to achieve the academic qualification
required for
employment within the period given( agreed at the time of
offer).
4. A person not satisfying the health criteria as per pre-employment
medical check.
5. A person who falls under a cause of disciplinary
dismissal during probationary period.
Internal Transfer: In line with the policy of “Right job for the Right
people” Internal transfer/Transfer can be affected by the company to
the staff by an order of transfer, posting on assignment or change of
duties and department when needed or according to business
situation.

Resignation with Notice : This defines and details the procedure in
case an employee intends to resign voluntarily. The employee
should submit the resignation letter stating reasons for his
resignation not less than 90 days prior to the scheduled date of
resignation, after a discussion with the company.
If the employee has to get relieved urgently then he needs to pay 3
months’
salary in full
Discharge: This provides the procedure for discharging employees
from the service of the company. Staff who falls under one of the
following clauses shall be discharged.
1. In the case an employee intends to resign at personal will and
company approves it
2. In the case of expiry of employment period.
3. In the case of an employee attaining the age of retirement.
4. In case of the staff member being deceased.
5. In the case that he is sentenced an incompetent or a quasiincompetent
or a quasi-incompetent.
6. In the case of the staff member being indicted for a criminal case
and
was confirmed of a sentence of imprisonment or higher at the
first trial.
7. In the case of a person whose citizenship was suspended or
forfeited under the law.
8. In the case that he fails to submit reappointment application
within 14 days after the expiry date of his leave of absence or
after the reasons for leave of absence has been removed.
9. In the case of person who was engaged in other business during
leave of
absence without company's
permission.

Termination: This details the process for termination from
service of an employee for reasons of discipline, nonperformance
and restructuring.
Exit Interview: This provides the exit procedure, for discussion, for
separated employees (both voluntary and involuntary).
Rehiring/ Re-employment : This section deals with the provision of
employing an ex-employee who was not terminated or whose
employment has not been nullified and was discharged after proper
exit procedures with good conduct and an excellent job
performance.
HR System
Job Hierarchy: This mentions the classification of hierarchy
indicating type of work, duties and responsibilities. Classification of
designations and Career path are based on the nature of work, duties
and responsibilities
Promotion: This provides the guidelines for promotions and outlines
the types of level promotion and vertical movement of an employee
from a lower to higher level.
Performance Appraisal: This defines the spirit, code,
constituents and sequence of conducting performance
Appraisals. The goals of the Adodis appraisal system are:
1. To improve employees performance.
2. To assist employees in their career development.
3. To document employees performance history.
4. To form a basis for Wage and salary administration to
ensure open communication between employee and
supervisor.

Annual Salary Revision: All regular employees are eligible for
annual salary assessment.
The level of annual salary and allocation is decided by the
managing director. Confidentiality: This provides for strict
discipline amongst all the employees regarding the confidential
nature of all performance appraisal information, salary data and
similar information.
Hours of Operation/Work Schedules
The office is normally open from 9:30 am until 6.30 pm. certain
employees may be assigned to different work schedules and/or shifts
outside of normal office hours. If an employee must be outside of
the office for non-business related reasons during their normal work
schedule, they should inform their manager.
Full-time professional/administrative positions are expected to
on time; in many cases, however, additional hours may be
necessary in order to satisfactorily fulfill the requirements of a
job.
However, some positions involve a more hour with varying
schedules. In addition to one unpaid lunch break, office/clerical
and service employees are entitled to a fifteen-minute break or rest
period for each half-day worked.
Breaks must not be used for late arrival or early departure and must be
scheduled by the supervisor.

Leaves
Service
Duration
During
probati
on
After
confirmat
ion
Privilege
Leave
Causal/
Sick
Leave
Nil 1
day/month
6
Days/Year
(pro-rata)
12
days/Year
(pro-rata)
Marriage
Leave
Compassio
nate Leave Maternity
Leave
5 days 5 days -
5 days 5 days 12 weeks
Probatio
nary
Period
The first six months of employment for
professional/administrative employees and the first four
months for office/clerical and service employees are
considered a probationary period or refer your
offer/appointment letter. During this time, work
performance is regularly monitored and assessed in
order to determine whether or not continued
employment status should be granted. A new employee
who does not perform satisfactorily, according to
ADODIS Technologies standards, and/or does not
conform to the terms and conditions of employment at
ADODIS Technologies, may be terminated after he/she
has been given notice in writing

Compensation
Monthly Salary: This details the procedure for
calculation and disbursement of monthly salary to
employees including allowances and benefits. All matters
relating to individual's monthly salary are treated as
secrecy of personal affairs.
Project Incentives: This provides an outline for providing
additional monetary compensation apart from monthly
salary and welfare. All matters relating to individuals
payment of performance-related incentives are treated as
secrecy of personal affairs.
Welfare & Benefits
Provident Fund scheme: IT details the procedure and contribution
under the scheme (12% of basic salary by both the employee & the
employer) for the welfare of the employees.
Promotions and Transfers
In filling positions at ADODIS Technologies, preference is given
whenever possible to qualified persons currently employed at the
ADODIS Technologies, with factors such as ability, experience,
potential for growth, and the affirmative action goals taken into
consideration. Employees are encouraged to express interest in
positions for which they believe they are qualified.
A promotion is a change from one position to another (either in
the same office or in another office). A promotion normally, but
not necessarily, is accompanied by an increase in salary.

A transfer is defined as a change from one position to another within
the same classification level and salary range and normally does not
include an increase in salary.
To be eligible for a promotion or transfer, a person must have
completed at least the probationary period, and a year of prior
service at the ADODIS Technologies is strongly preferred.
For the promotion and salary hike, Discuss with your manager to
get more details. It is MUST for all the employees to have MBO set
for them by their reporting manager.
Employment of Relatives
Employment of relatives is permitted, except in circumstances
where an appointment would place related people in supervisory
and subordinate roles within the same office or department or in a
situation where influence could be exerted, directly or indirectly, on
future decisions concerning the status of employment, promotion,
or compensation.
Termination and Rehire
Policies
Notice by the
Individual
A staff member should submit adequate written notice to his/her
supervisor before voluntarily leaving ADODIS Technologies. Those
individuals whose responsibilities are determined are expected to
fulfill their commitments. More advance notice may be
appropriate for senior level positions and it is highly expected that
employees above engineer level should inform about the

management or HR about leaving. Office/clerical and service staff
members are expected to provide a minimum of three months
notice period.
Notice by the ADODIS
Technologies
On resignation of employee he/she should serve notice period of 90
days from the day of your acceptance of resignation by management.
And final salary settlement would be done within maximum 30 days.
Termination for
Cause
The termination of an employee for cause by ADODIS
Technologies is generally the result of an individual's inability to
attain the required level of performance in the job, failure to comply
with required policies and procedures or standards of professional
behavior applicable to employment, or repeated failure to perform
required duties. Any termination must be approved by the Vice
President for Human Resources, or his/her d e s i g ner, and must
be in accordance with established policies and procedures.
Rehire
Employees who leave ADODIS Technologies in good standing
and later wish to return are eligible for consideration for rehire
provided an appropriate position is available. A previous employee
who is rehired will be given credit for prior service for purposes of
vacation eligibility and other pertinent benefits if no more than two
years have elapsed between terminations and rehire.

Absences and
Lateness
Regular attendance is essential to the Company’s efficient operation
and is a necessary condition of employment. When employees are
absent, schedules and customer commitments fall behind, and
other employees must assume added workloads.
Employees are expected to report to work as scheduled and on
time. If it is impossible to report for work as scheduled, employees
must call their manager before their starting time. If your manager is
unavailable, a message should be left. If the absence is to continue
beyond the first day, the employee must notify their manager on a
daily basis unless otherwise arranged. Calling in is the responsibility
of every employee who is absent.
Each supervisor is responsible for keeping accurate records of an
employee's absences and of sick leave earned and taken. ADODIS
Technologies reserves
the right to request a medical examination or doctor's certificate
during or following an illness.
Going out during working hours: In the case an employee intends
to go out during working time for work or and inevitable cause, he
should obtain approval of the reporting manager/project Manager
he is affiliated to. In the
case of going out on personal affairs, the time is out shall not be
counted in his
working hours.

Personal visitors: Personal visitors of the employee can be met
only at the visitor’s area. In case an employee wishes to show the
office premises to his family, he can do so on holidays with prior
permission from HRD & GA. However, they are not to be left
unescorted.
Absences and Lateness
Disclosure of salary: Salary, Compensation and incentive amounts
paid to the employee are personal benefits and are confidential in
nature. Disclosure of such details will be viewed seriously.
Global Mail / Mail Broadcasting: All mails that are planned to be
sent to all employees’ across the organization need prior approval of
the Reporting Manager.
Disciplinary Action: This establishes guidelines for strict and fair
standards of sure penalty and certain reward. This helps to
enlighten employee's spirit and establish fundamental principles of
work and order in the company. The Managing Director shall make
the final decision regarding punishments following the resolution
of the Disciplinary Action Committee (ADAC).
Business Expense Reimbursement
The company will reimburse employees for expense, which is
directly business, related to include: travel expenses, office supplies,
and mileage incurred while traveling on business. Employees
must submit receipts for all expenses. Employees should consult
with their manager prior to business trips to confirm eligible
expenses.

Telephone and Computer Use Policy
The Company understands that when employees work during the
week it is occasionally necessary to conduct personal business
during office hours. However, employees should limit their
personal use of the telephone and computer during office hours.
Talk to your manager if you have any questions as to how much is
too much time. Because the Company at its expense for business use
provides telephone and e-mail systems, all messages sent by or
received on those systems are company documents. The Company
reserves the right to access and to disclose the messages that you
send or receive on the voice mail or e-mail systems. Employees
should also be aware that “deleted” messages from the computer
screen may not actually be deleted fro the e-mail system. Employees
who abuse this policy are subject to disciplinary procedures up to
and including discharge.
Smoking
Policy
The Company maintains a non-smoking policy within
the office.
Dress Code
Policy
The Company maintains a business casual working environment. All
employees should use discretion in wearing attire that is
appropriate for the office and customer interaction

Safety
Policy
The Company is sincerely interested in the safety and well
being of our employees. The Company will make every effort to
keep the office equipment in excellent condition and make sure
that all safety devices are working properly. If, in spite of our
efforts to ensure safe working conditions, an employee has an
accident or becomes ill on the job, it should be reported to the
manager immediately. They will see that prompt medical attention is
provided.
Workplace Security
Policy
The Company is committed to maintain a safe and secure
workplace. In order to maintain a secure work environment, the
company strictly prohibits employees and visitors from bringing
any firearm on Company property. In addition, all visitors are
asked to check in with the receptionist. Failure to comply with this
policy will result in disciplinary action up to and including
termination.
Drug and Alcohol
Policy
The Company realizes that the misuse of drugs and alcohol impairs
employee health and productivity. Drug and alcohol problems
result in unsafe working conditions for all employees and
customers. The Company is committed to maintaining a
productive, safe, and healthy work environment, free of
unauthorized drug and alcohol use.
Any employee involved in the unlawful use, sale, manufacturing,
dispensing or possession of controlled substances, illicit drugs and
alcohol on Company premises or work sites, or working under the

influence of such substances, will be subject to disciplinary action up
to and including dismissal and referral for prosecution.
NDA (Non-Disclosure
Agreement)
All employee are advised to read the NDA document clearly and
understood and stick by that.