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Code of Conduct?

A code of conduct is a set of rules and principles that define the behavior and ethical standards within an organization. It addresses various aspects, including ethical considerations, professional conduct, compliance with laws, and helps in achieving a positive workplace environment.

**1. Introduction**

The company’s code of conduct is designed to make employees aware of organizational values and emphasize that the company’s ways of working are based on professional codes of conduct. It also considers a model code of conduct and promotes good common sense among employees.

**2. Purpose**

The purpose of the code of conduct policy is to ensure that employees understand and adhere to the company’s values and expectations. It aims to create a positive work environment free from discrimination, promote ethical decision-making, prevent misconduct, and build trust among employees.

**3. Eligibility**

This policy applies to all regular employees of the company.

**4. Key Clauses**

– **Conflict of Interest:** Employees must always act in the company’s interest and avoid situations where personal interests conflict with the company’s interests.

– **Respectability:** Employees must exhibit respect in their behavior towards themselves, colleagues, and the organization.

– **Privacy:** Employees are required to keep confidential information private and not share it without proper authorization.

– **Safety and Security:** Employees must ensure the safety and security of the company’s assets and property.

– **Harassment:** Harassment of any kind is strictly prohibited.

– **Compliance:** Employees must comply with all laws, rules, and regulations.

– **Reporting:** Any unethical or illegal behavior must be reported to the appropriate authorities.

– **No Retaliation:** There will be no retaliation against employees who report misconduct.

– **Compete Fairly:** Employees must compete fairly and avoid deceptive practices.

– **Data Privacy:** Data collected from employees must be kept private and shared only with proper authorization.

**5. Implementation and Enforcement**

Failure to comply with the code of conduct may result in disciplinary action, including termination.

**6. Revision**

The company reserves the right to revise the code of conduct policy as needed.

Late Coming Policy & Rules for employees:

**1. Timely Attendance**

It has been observed that some employees are arriving late to work, which disrupts the office schedule. Timely attendance is crucial for maintaining productivity and efficiency in the workplace. Therefore, all employees are required to be punctual and adhere to the office timings.

**2. Office Timings**

The office timings are from 9:30 a.m. to 6:30 p.m. every day from Monday to Saturday. Lunch break is from 1:30 p.m. to 2:00 p.m.

**3. Late Coming Deductions**

– In case of two instances of late coming in a day, one casual leave will be deducted.
– Employees who are consistently late for more than three days in a month will have their earned leave deducted.
– For the 4th and 5th instances of late coming, a quarter day leave will be deducted for each late marking.
– Subsequent late markings will result in half-day leave deductions.

**4. Late Arrival Definitions**

– Any employee arriving at the office by 10:30 a.m. will be considered late.
– Employees arriving between 10:30 a.m. and 11:30 a.m. will be marked as on leave for the first half of the day.
– No employee will be allowed to enter the office after 11:30 a.m., and it will be considered a full-day leave.

**5. Deduction of Monthly Salary**

– Leave beyond 2 days in a month due to late coming will be considered as Leave Without Pay.
– If an employee exhausts all leave balances and still has late coming deductions, the extra leave will be considered Leave Without Pay, and pro rata salary deductions will apply.

**6. Reimbursement of Deductions**

At the end of the calendar year, the excess leave deductions will be reconciled against earned leaves. Any balance leaves after adjustment will be reimbursed to the employee in the first month of the new calendar year along with their salary.


This policy serves as a guideline for managing late coming issues in the organization. It is essential to professionally verify and adapt the policy according to the specific needs and regulations of the company before implementation.

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