LIGHTS - HR Policy

w.e.f.: September 01, 2025

Equal Employment Opportunity

• The organisation is committed to providing equal opportunity for all employees and applicants without regard to race, color, religion, national origin, gender, age, marital status, sexual orientation, disability, political affiliation, personal appearance, family responsibilities, matriculation or any other characteristic protected under state or local law.
• The organisation's policy regarding equal employment opportunity applies to all aspects of employment, including recruitment, job assignments, promotions, working conditions, scheduling, benefits, salary administration, disciplinary action, termination, etc.
• Each employee is evaluated on the basis of personal skill, merit and performance.

Attire and Grooming

• Employees need to project a professional image while at work by being appropriately attired.
• Employees are expected to be neat, clean and well groomed while on the job.

Smoke / Drug / Alcohol / Tobacco Free Workplace

• Smoke / Drug / Alcohol / Tobacco is strictly prohibited in the office premises in order to provide and maintain a safe and healthy work environment for all employees.
• Employees who violate this policy will be subject to disciplinary action.

Harassment

• The organisation is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment.
• Sexual harassment constitutes discrimination and is illegal under central, state and local laws.
• Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involve individuals of the same or different gender.
• Depending on the circumstances, these behaviors may include unwanted sexual advances or requests for sexual favors; sexual jokes and verbal abuse of a sexual nature; commentary about an individual's body, sexual prowess or sexual deficiencies; leering, whistling or touching; insulting or obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; and other physical, verbal or visual conduct of a sexual nature.
• Individuals who believe they have been the victims of conduct prohibited by this policy statement or who believe they have witnessed such conduct should discuss their concerns with the head of department or HR person.
• The organisation encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained.
• Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the person involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge.
• Confidentiality will be maintained throughout the investigatory process.
• Appropriate action will be taken under false and malicious complaints of harassment, discrimination or retaliation.

Desk

• Keep your desk neat and clean.
• Throw trash in the dustbin.
• Keep all things properly like books, chairs etc. at the time of leaving the office.

I-Card

• Must wear an I-card in office time.
• For break time or outside office during office working hours keep I-card along with you.

Mobile Phones

• Keep Mobile phones on silent mode.
• Personal calls to be attended only if urgent.
• Do not use mobile phones for IMs, Whatsapp, Facebook, updating any application / version.

Noise

• While working in the office premises make sure that others are not disturbed.
• Work related talk / group discussion should be done in the conference hall.

Electronic Devices and Communication

• Switch off PC / fans / lights / AC properly before leaving the office.
• Individual users should never make changes or modifications to the hardware configuration of computer equipment. Prior requests for such changes should be notified.
• All data in the organisation’s computer and communication systems (including documents, other electronic files, e-mail and recorded voice mail messages) are the property of the organisation.
• The organisation may inspect and monitor such data at any time.
• Do not change any credentials without prior notification.
• Passwords should not be shared between users.
• Use of internet:
  • Use of Internet surfing / Social networking / Chat / Free SMS websites other than the organisation’s related work, are not allowed.
  • The organisation has the right to monitor the volume of internet and network traffic for internet sites visited.

Timing

• Office timing: 10:00 AM to 6:00 PM.
• Lunch / refreshment time: from 1:00 PM to 2:00 PM (30 minutes for each batch).
• Flexible timings up to 10:15 AM.
• HR or link coordinator must be notified by call / SMS for late coming after 10:15 AM.
• Late coming after 10:15 AM will be allowed three times only. For fourth to seventh time it must be considered as one day leave / one CL, for eighth to eleventh time it must be considered as two days’ leave / 2 CL.
• Late coming after 12:00 PM will be considered as half day leave.

Leaves

• Employees will be entitled for 1 casual leave per month after completion of the probation period. For unused casual leaves will be encashed at the end of the year, no carry forward.
• Leaves must be notified and approved at least before 2 working days.
• For emergency or urgent leaves, HR / link coordinator must be notified by call / SMS / email.
• Employees will be entitled for 15 earned leaves per year after completion of a 12 months regular service period. For unused earned leaves will not be encashed at the end of the year, but carry forward.
• Half day leave can be taken either from 10:00 AM to 2:00 PM or 2:00 PM to 6:00 PM.
• Continued leaves for 3 days or more without prior information will be considered as abandoning the service on your own. It will result in the end of employment.
• Sandwich leaves:
  • Employees must present a day before or after the week off or holidays.
  • If an employee was not able to present before or after week off or holidays then week off or holidays will be counted as leaves.

Festivals

• Makarsankranti
• Republic Day
• Holi
• Independence Day
• Rakshabandhan
• Janmashtami
• Dussehra
• Diwali
• New Year
• Bhai duj
• Christmas
• The organisation has the right to revise this list any time.

Probation Period

• For newly joined employees, probation period will be of two months.

Salary

• Salary will be credited on the 7th day of every month.
• Employees will be paid by NEFT in their personal bank account.
• Any issue related to Salary, Manager, Finance and Establishment should be contacted.
• Salary must not be disclosed with any employee inside nor outside the organisation in any case.
• If the normal salary credit day falls on a organisation-recognized holiday, salary will be credited one workday before or after the mentioned schedule.

Performance and Salary Review

• Performance appraisals will be conducted on an annual cycle of employment.
• The performance appraisal will be discussed, and both the employee and director will agree to ensure that all strengths, areas for improvement and job goals for the next review period have been clearly communicated.
• A performance review does not always result in an automatic salary increase.
• % increment in salary or appraisal must not be disclosed with any employee inside or outside the organisation in any case.
• If Salary increment date falls within 15th day of the month then Salary increment annual cycle will be counted on same month.
• If Salary increment date falls after 15th day of the month then Salary increment annual cycle will be counted on next month.

Exit

• The notice period to leave the post is at least 1 day in probation period and at least 1 month in regular employment depending on work nature and work load.
• Formal exit letter must be forwarded to the HR person and must be approved.

Termination

• In case of proven poor performance or non performance or established misbehavior or breaking policy / rules including not confirming the POSH Act (2013), the organisation has the right to terminate your employment without any prior notification.

Return of the Organisation Property

• Employees must return all organisation properties on the last day of employment like ID / Visiting card, books, stationeries, documents etc.

Re-hire

• Former employees who left the organisation in good standing and were classified as eligible for rehire may be considered for re-employment.
• An application must be submitted to the HR person, and the applicant must meet all minimum qualifications and requirements of the position, including any qualifying exam, when required.
• Rehired employees will be benefited just as any other new employee.
• An applicant or employee who is terminated or who resigned in lieu of termination from employment will not be eligible for rehire.