DESS TECHNOLOGIES EMPLOYEE MANUAL

1) Introduction
2) About the Co!"n#
3) The Co!"n#$% i%%ion i% to:
&) The Co!"n# 'i%ion
() E)u"* E!*o#ent Po*ic#
+) A,ir"ti'e Action O,ice
-) Hour% o. O!er"tion/0or1 Schedu*e%
2) E!*o#ee re.err"* %chee
3) Ho*id"#%
14) 2 O!tion"* Ho*id"#%
11) P"id Le"'e%
12) Sic1 D"#%
15) C"%u"* Le"'e
1&) Pro.e%%ion"* St"nd"rd% "nd 6u%ine%% Conduct
1() E!*o#ee 7ecord% "nd In.or"tion
1+) Prob"tion"r# Period
1-) Prootion% "nd Tr"n%.er%
12) E!*o#ent o. 7e*"ti'e%
DESS Technologies Employee Manual I
13) Terin"tion "nd 7ehire Po*icie%
24) Notice b# the Indi'idu"*
21) Notice b# the DESS Techno*o8ie%
22) Terin"tion .or C"u%e
25) 7ehire
2&) Ab%ence% "nd L"tene%%
2() 6u%ine%% E9!en%e 7eibur%eent
2+) Te*e!hone "nd Co!uter U%e Po*ic#
2-) So1in8 Po*ic#
22) Dre%% Code Po*ic#
23) S".et# Po*ic#
54) 0or1!*"ce Securit# Po*ic#
51) Dru8 "nd A*coho* Po*ic#
Introduction
Welcome to DESS TECHNOLOGIES: This handbook was
developed to provide you with an information resource for
common questions and concerns. If you have questions or
concerns about the policies outlined here, you should
contact your manager or Human esources.
The policies stated in this handbook are sub!ect to change
at any time at the sole discretion of the "ompany. #rom time
to time, you may receive updated information regarding any
changes in policy.
DESS Technologies Employee Manual II
The contents of this handbook are not intended to create a
contract or agreement between the "ompany and you. #or
those employees in a position covered by a collective
bargaining agreement, you should refer to the agreement
which governs your terms and conditions of employment.
There are speci$c procedures for many of the general
policies stated in the handbook. %lease direct any questions
to your manager, department head, or to Human esources.
About the Co!"n#
Insert brief "ompany has a &' years history of introducing
products and services which address the customer needs in
a very innovative manner, providing ma(imum value to its
customers. )ess also partners with leaders in allied
technologies so that the customers get the best solutions
and the domain knowledge of )ess continues to improve.
)ess Technologies is the leading *nterprise Information
+anagement and Work,ow -olutions "ompany in India.
)ess is probably the only organi.ation providing end to end
solutions, right from data and document capture to
transformation, processing, mining and work,ow using
cutting edge technologies. This is accomplished through a
series of breakthrough products and services.
In its quest for providing the best possible range of
solutions to its customers, )ess has also partnered with
organi.ations like #ile/et, 0ofa(, Hummingbird, -ta1ware,
2otus, and 3dyssey who are world leaders in their
respective $elds. )ess works with an approach to provide
solutions, which can contribute in a meaningful way to their
businesses.
)ess has provided several $rst4of4its4kind solutions to
various industries including 5irlines, #inancial services,
+anufacturing, %etroleum products, 6anking, Insurance,
7tilities and 8overnment organi.ations, catering to various
DESS Technologies Employee Manual III
functions e.g. 5ccounting, evenue and -ales, 2egal,
Human esources, -ecretarial -ervices, %urchase, etc.
The Co!"n#$% i%%ion i% to; "reate value by
harnessing data to empower the right people at the right
time using the right technology.
The Co!"n# 'i%ion i%; we will have the enterprise to
work with every technology that harnesses data and
information. We will be involved in the development of every
such technology.
In ten years we will have o1ices in ma!or cities in the world
and all state capitals in India.
When we are through, no decisions will be mistaken for
want of information.
E)u"* E!*o#ent Po*ic#
It is the policy of the "ompany to provide equal opportunity
for all quali$ed persons and not discriminate against any
employee or applicant for employment because of race,
color, religion, se(, age, national origin, veteran status,
disability, or any other protected status.
This policy applies to recruitment and placement,
promotion, training, transfer, retention, rate of pay and all
other details and conditions of employment.
*mployment and promotion decisions will be based on merit
and the principle of furthering equal opportunity. The
requirements we impose in $lling a position will be those
that validly relate to the !ob performance required.
5ll other personnel actions including compensation,
bene$ts, transfers, layo1s, recalls from lay4o1s, training,
education, tuition assistance and recreation programs will
be administered without regard to race, color, religion, se(,
DESS Technologies Employee Manual IV
age, national origin, disability, veteran status, or any other
protected status, in accordance with appropriate law.
A,ir"ti'e Action O,ice
The H )epartment develops policy statements, provides
regular reports on the progress and performance, identi$es
problem areas, and o1ers problem4solving assistance to
management. It also monitors a1irmative action
implementation, serves as liaison with enforcement
agencies, counsel9s employees, and conducts seminars,
programs and activities. To achieve these ends, the
a1irmative action administrator maintains linkages with
associations, organi.ations, and groups, which advance the
interests.
Hour% o. O!er"tion/0or1 Schedu*e%
The o1ice is normally open from ::;' am until <:;' pm
"entral time. "ertain employees may be assigned to
di1erent work schedules and=or shifts outside of normal
o1ice hours. If an employee must be outside of the o1ice for
non4business related reasons during their normal work
schedule, they should inform their manager.
#ull4time professional=administrative positions are e(pected
to on time> in many cases, however, additional hours may be
necessary in order to satisfactorily ful$ll the requirements
of a !ob.
However, some positions involve a more hour with varying
schedules. In addition to one unpaid lunch break,
o1ice=clerical and service employees are entitled to a
$fteen4minute break or rest period for each half4day
worked. 6reaks must not be used for late arrival or early
departure and must be scheduled by the supervisor.
E!*o#ee re.err"* %chee
DESS Technologies Employee Manual V
7nder an employee referral scheme, e(isting sta1 are
o1ered a cash incentive to recommend friends or former
colleagues for vacancies within the company 4 the bonus
payments are only made if the recommended candidate is
successful in his or her application. The payments are also
typically dependent on a number of other conditions being
met. There is usually a probation period which new recruits
must complete satisfactorily before the employees who
recommended them are paid a bonus. There may also be
eligibility criteria governing who can make a referral, as
well as restrictions on the types of vacancies covered.
Ho*id"#%
The "ompany will observe the following holidays:
epublic )ay. ?<
th
@anuary.
Holi. ?<
th
+arch.
+aharastra )ay &
st
+ay
Independence )ay. &A
th
5ugust
8anesh "haturthi. B
th
-eptember
8andhi @ayanti. ?
nd
3ctober
)assera &?
th
3ctober.
)iwali & C ? /ovember.
"hristmas ?A
th
)ecember.
2 O!tion"* Ho*id"#%
/ew years &st @anuary
+aha -hiv atri D
th
+arch
8udi padwa :
th
5pril.
DESS Technologies Employee Manual VI
6hau 6ee! ;
rd
/ovember.
Pri'i*e8ed Le"'e%
*mployees are eligible for ?& paid personal days per ?E'
)ays.
%ersonal days may be used at the employee9s discretion for
religious holidays and personal matters. %ersonal days not
used by the end of the year will be paid out to the employee
in the $nal paycheck for that year.
Sic1 D"#%
-ick days are provided for illness of the employee, their
spouse or children. *mployees should use their personal
days or vacation days non4illness related time o1. 5ll full4
time employees will receive sick days according to the
following schedule:
*mployees will be eligible for paid sick days after
"ompletion of the probation period. *very succeeding
calendar year, employees will be eligible for ; sick days.
-ick days may be accumulated and carried over from year
to year to a ma(imum of &' days. 5ll other unused sick days
by the end of the year is forfeited.
C"%u"* Le"'e
*mployees will be eligible for paid sick days after
"ompletion of the probation period. *very succeeding
calendar year, employees will be eligible for ; sick days.
-ick days may be accumulated and carried over from year
to year to a ma(imum of &' days. 5ll other unused sick days
by the end of the year is forfeited.
Pro.e%%ion"* St"nd"rd% "nd 6u%ine%% Conduct
DESS Technologies Employee Manual VII
DESS Techno*o8ie% assumes that those associated with
the institution will conduct themselves ethically and in
accordance with what are generally accepted as Fstandard
business practices.F The increasingly comple( relationships
that have evolved between the DESS Techno*o8ie% and the
numerous individuals, companies, and other groups, with
which it deals, require that persons representing the DESS
Techno*o8ie% e(ercise a high degree of personal
responsibility, integrity, and sound !udgment.
*ach employee should be familiar with the policies and
procedural guidelines that cover the business activities that
are his=her responsibility. This requirement will vary
signi$cantly depending on the employeeGs position.
It is hoped that by clearly setting forth the standards of
behavior that the DESS Techno*o8ie% e(pects from its
employees, any misunderstandings will be minimi.ed, and
any questionable situation can be brought to the attention
of the responsible administrator and resolved.
-peci$c areas of focus include:
5ny employee who has a question about these issues, or the
policies governing them, that cannot be answered by his=her
supervisor is encouraged to direct the question to Hu"n
7e%ource% De!"rtent:
E!*o#ee 7ecord% "nd In.or"tion
The )epartment of Human esources maintains a record of
each employeeGs employment at DESS Techno*o8ie%,
including such information as education, e(perience, work
performance, and progress. These records are carefully
reviewed when an employee is being considered for
promotion, salary increase, or transfer.
DESS Technologies Employee Manual VIII
In accordance with DESS Techno*o8ie% policy and
applicable law, all employee records Hincluding but not
necessarily limited to application forms and other records
pertaining to hire, promotion, demotion, transfer, work
schedule, layo1, termination, rates of pay or other terms of
compensation, performance appraisal, and selection for
trainingI kept by the 7niversity will be preserved for at
least three years from the date of the personnel action. This
does not apply to records for positions known to be of a
temporary or seasonal nature.
5 personnel $le may contain personal data as well as
employment information. The )epartment of Human
esources regards this information as con$dential and will
release it only with the written permission of the employee.
When the )epartment of Human esources receives a
request for information from agencies, stores, banks, or
other institutions, only non4con$dential information such as
date of employment and name of department will be
released. "on$dential information such as pay rate, past
earnings, home address or phone number will not be
released unless authori.ed in writing by the employee.
Informing the Human esources )epartment can also make
changes in personal data.
5n employee may schedule an appointment to review the
contents of his=her $le by calling the ecords "oordinator in
the )epartment of Human esources.
Prob"tion"r# Period
The $rst si( months of employment for
professional=administrative employees and the $rst four
months for o1ice=clerical and service employees are
DESS Technologies Employee Manual IX
considered a probationary period. )uring this time, work
performance is regularly monitored and assessed in order to
determine whether or not continued employment status
should be granted. 5 new employee who does not perform
satisfactorily, according to DESS Techno*o8ie% standards,
and=or does not conform to the terms and conditions of
employment at DESS Techno*o8ie%, may be terminated
after he=she has been given notice in writing
Prootion% "nd Tr"n%.er%
In $lling positions at DESS Techno*o8ie%, preference is
given whenever possible to quali$ed persons currently
employed at the DESS Techno*o8ie%, with factors such as
ability, e(perience, potential for growth, and the a1irmative
action goals taken into consideration. *mployees are
encouraged to e(press interest in positions for which they
believe they are quali$ed.
5 promotion is a change from one position to another
Heither in the same o1ice or in another o1iceI. 5 promotion
normally, but not necessarily, is accompanied by an increase
in salary.
5 transfer is de$ned as a change from one position to
another within the same classi$cation level and salary
range and normally does not include an increase in salary.
To be eligible for a promotion or transfer, a person must
have completed at least the probationary period, and a year
of prior service at the DESS Techno*o8ie% is strongly
preferred.
E!*o#ent o. 7e*"ti'e%
*mployment of relatives is permitted, e(cept in
circumstances where an appointment would place related
people in supervisory and subordinate roles within the same
DESS Technologies Employee Manual X
o1ice or department, or in a situation where in,uence could
be e(erted, directly or indirectly, on future decisions
concerning the status of employment, promotion, or
compensation.
Terin"tion "nd 7ehire Po*icie%
Notice b# the Indi'idu"*
5 sta1 member should submit adequate written notice to
his=her supervisor before voluntarily leaving DESS
Techno*o8ie%. Those individuals whose responsibilities are
determined are e(pected to ful$ll their commitments.
%rofessional and +anagement employees are e(pected to
provide a minimum of one monthGs notice. +ore advance
notice may be appropriate for senior level positions.
31ice=clerical and service sta1 members are e(pected to
provide a minimum of two weeksG notice.
Notice b# the DESS Techno*o8ie%
Termination of an individual may result from reorgani.ation
or $nancial e(igencies. Written notice of termination for
such reasons will be based on length of full4time service at
DESS Techno*o8ie% and will be communicated to the sta1
member according to the following schedule:
Non<E9ecuti'e/M"n"8eent
2ength of -ervice +inimum /otice
2ess than ? years & month
? 4 E years ; months
A more years < months
O,ice/C*eric"* "nd Ser'ice
DESS Technologies Employee Manual XI
2ength of -ervice +inimum /otice
2ess than & year ? weeks
& 4 E years & month
A more years ; months
5t the DESS Techno*o8ie% discretion, pay may be
substituted for all, or a portion of, the notice period.
Terin"tion .or C"u%e
The termination of an employee for cause by DESS
Techno*o8ie% is generally the result of an individualGs
inability to attain the required level of performance in the
!ob, failure to comply with required policies and procedures
or standards of professional behavior applicable to
employment, or repeated failure to perform required duties.
5ny termination must be approved by the Jice %resident for
Human esources, or his=her designee, and must be in
accordance with established policies and procedures.
7ehire
*mployees who leave DESS Techno*o8ie% in good standing
and later wish to return are eligible for consideration for
rehire provided an appropriate position is available. 5
previous employee who is rehired will be given credit for
prior service for purposes of vacation eligibility and other
pertinent bene$ts if no more than two years have elapsed
between terminations and rehire.
Ab%ence% "nd L"tene%%
egular attendance is essential to the "ompany9s e1icient
operation and is a necessary condition of employment.
When employees are absent, schedules and customer
DESS Technologies Employee Manual XII
commitments fall behind, and other employees must assume
added workloads.
*mployees are e(pected 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 $rst day, the
employee must notify their manager on a daily basis unless
otherwise arranged. "alling in is the responsibility of every
employee who is absent.
*ach supervisor is responsible for keeping accurate records
of an employeeGs absences and of sick leave earned and
taken. DESS Techno*o8ie% reserves the right to request a
medical e(amination or doctorGs certi$cate during or
following an illness.
6u%ine%% E9!en%e 7eibur%eent
The company will reimburse employees for e(pense, which
is directly business, related to include: travel e(penses,
o1ice supplies, and mileage incurred while traveling on
business. *mployees must submit receipts for all e(penses.
*mployees should consult with their manager prior to
business trips to con$rm eligible e(penses.
Te*e!hone "nd Co!uter U%e Po*ic#
The "ompany understands that when employees work
during the week it is occasionally necessary to conduct
personal business during o1ice hours. However, employees
should limit their personal use of the telephone and
computer during o1ice hours. Talk to your manager if you
have any questions as to how much is too much time.
6ecause the "ompany at its e(pense for business use
DESS Technologies Employee Manual XIII
provides telephone and e4mail systems, all messages sent by
or received on those systems are company documents. The
"ompany reserves the right to access and to disclose the
messages that you send or receive on the voice mail or e4
mail systems. *mployees should also be aware that
KdeletedL messages from the computer screen may not
actually be deleted fro the e4mail system. *mployees who
abuse this policy are sub!ect to disciplinary procedures up
to and including discharge.
So1in8 Po*ic#
The "ompany maintains a non4smoking policy within the
o1ice. *mployees should smoke only in those areas of the
building which are smoking designated.
Dre%% Code Po*ic#
The "ompany maintains a business casual working
environment. 5ll employees should use discretion in
wearing attire that is appropriate for the o1ice and
customer interaction
S".et# Po*ic#
The "ompany is sincerely interested in the safety and well
being of our employees. The "ompany will make every
e1ort to keep the o1ice equipment in e(cellent condition
and make sure that all safety devices are working properly.
If, in spite of our e1orts to ensure safe working conditions,
an employee has an accident or becomes ill on the !ob, it
should be reported to the manager immediately. They will
see that prompt medical attention is provided.
0or1!*"ce Securit# Po*ic#
The "ompany 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
DESS Technologies Employee Manual XIV
bringing any $rearm on "ompany property. In addition, all
visitors are asked to check in with the receptionist. #ailure
to comply with this policy will result in disciplinary action
up to and including termination.
Dru8 "nd A*coho* Po*ic#
The "ompany reali.es that the misuse of drugs and alcohol
impairs employee health and productivity. )rug and alcohol
problems result in unsafe working conditions for all
employees and customers. The "ompany is committed to
maintaining a productive, safe, and healthy work
environment, free of unauthori.ed drug and alcohol use.
5ny employee involved in the unlawful use, sale,
manufacturing, dispensing or possession of controlled
substances, illicit drugs and alcohol on "ompany premises
or work sites, or working under the in,uence of such
substances, will be sub!ect to disciplinary action up to and
including dismissal and referral for prosecution.
DESS Technologies Employee Manual XV
Prepared by Mr. Gagandeep Singh Bajwa
HR Executive
HYPERLI! "#ai$t%&gagan'de((.net" gagan'de(
(.net