At P T Foods Pvt Ltd, we believe in maintaining a positive work environment that fosters professionalism, respect, and collaboration among employees. Our Employee Code of Conduct outlines the standards and expectations for all employees, helping to ensure a harmonious and productive workplace. By adhering to this policy, employees are expected to act responsibly and ethically, promoting the values and reputation of P T Foods Pvt Ltd.
Professionalism and Respect:
a. Employees are expected to treat each other with respect, courtesy, and fairness, irrespective of their position, gender, race, religion, or any other characteristic.
b. Use of derogatory language, discriminatory behavior, harassment, or any form of intimidation is strictly prohibited.
c. Employees must maintain a professional appearance and behavior while representing the company.
Confidentiality and Data Security:
a. Employees must respect the confidentiality of sensitive company information, customer data, trade secrets, and proprietary information. Unauthorized disclosure or use of such information is strictly prohibited.
b. All employees must comply with data protection and privacy laws and take necessary measures to safeguard company and customer data.
Conflict of Interest:
a. Employees must avoid any activity or involvement that may create, or appear to create, a conflict of interest between their personal interests and the company's interests.
b. Employees should disclose any potential conflicts of interest to their immediate supervisor or the HR department.
Compliance with Laws and Regulations:
a. Employees must comply with all applicable laws, regulations, and policies related to their job responsibilities, including but not limited to labor laws, health and safety regulations, and intellectual property laws.
b. Any illegal or unethical activity within the workplace is strictly prohibited.
Workplace Safety and Security:
a. Employees are responsible for maintaining a safe and secure working environment by following established safety guidelines, reporting hazards, and participating in training programs as required.
b. Unauthorized access, tampering, or misuse of company resources, equipment, or facilities is strictly prohibited.
Social Media and Online Conduct:
a. Employees should exercise caution and professionalism when using social media or any other online platform, especially when discussing company matters or representing P T Foods Pvt Ltd.
b. Employees should refrain from posting any content that may harm the company's reputation or violate any legal or ethical standards.
Compliance and Reporting:
a. All employees are expected to promptly report any known or suspected violations of this code of conduct to their supervisor, HR department, or through the designated reporting channels provided by the company.
b. The company will investigate all reported incidents promptly, and appropriate actions will be taken to address any violations.
Non-compliance with this Employee Code of Conduct may result in disciplinary action, up to and including termination of employment. P T Foods Pvt Ltd is committed to providing a fair and unbiased process when addressing code of conduct violations.
Note: This HR policy is intended to provide a general overview of the Employee Code of Conduct at Sadguna Masale. Employees are advised to refer to the official HR handbook or consult with the HR department for detailed and up-to-date information.
The Daily Attendance Punching Policy at P T Foods Pvt Ltd is designed to ensure accurate and consistent recording of employee attendance, which is essential for effective workforce management and payroll processing. This policy provides guidelines for all employees to follow when punching in and out of the company's attendance tracking system.
a. All employees are responsible for accurately recording their attendance by punching in and out using the designated timekeeping system.
b. Employees must promptly punch in at the beginning of their scheduled workday and punch out at the end of their workday.
Authorized Punching Methods:
a. Employees must use the authorized methods for punching in and out, as specified by the company. This may include physical time clocks, biometric devices, or electronic systems accessible through computers or mobile devices.
b. Any attempt to manipulate or falsify attendance records is strictly prohibited and may result in disciplinary action.
a. Employees should ensure that their unique identification, such as an employee ID or biometric data, is used for punching in and out accurately.
b. In case of technical issues or unavailability of the designated punching method, employees should follow the alternative procedures provided by the company, such as manual sign-in sheets or reporting to the HR department.
a. If an employee forgets to punch in or out or makes an error while punching, they should immediately notify their supervisor or the HR department.
b. Punching corrections should be made promptly and accurately, with proper documentation and approval from the appropriate authority.
Breaks and Meal Periods:
a. Employees should adhere to the designated break and meal periods as defined by company policies and applicable labor laws.
b. Punching in and out for breaks and meal periods should be done accurately and in accordance with the company's procedures.
Compliance and Consequences:
a. Employees are expected to comply with this Daily Attendance Punching Policy.
b. Any deliberate violation, manipulation, or abuse of the attendance punching system may result in disciplinary action, including warnings, loss of attendance benefits, or termination of employment.
Confidentiality and Security:
Employees should maintain the confidentiality and security of their login credentials
and any personal identification numbers (PINs) or passwords associated with the
attendance tracking system.
Sharing of login credentials with unauthorized individuals or any unauthorized use of the system is strictly prohibited.
Note: This Daily Attendance Punching Policy provides a general overview of the attendance punching procedures at Sadguna Masale. Employees should refer to the official HR handbook or consult with the HR department for detailed and up-to-date information on attendance recording and any specific instructions or updates regarding the attendance tracking system.
Purpose: The ESOP Policy at P T Foods Pvt Ltd establishes guidelines and provisions for the implementation and administration of an Employee Stock Ownership Plan. This policy aims to align the interests of employees with the long-term success of the company, foster a sense of ownership, and provide an opportunity for employees to participate in the company's growth and success.
a. All regular full-time employees of P T Foods Pvt Ltd, meeting specific eligibility criteria
determined by the company, are eligible to participate in the ESOP.
b. Part-time employees, temporary employees, and contractors are typically not eligible for participation unless otherwise specified by the company.
Granting of Stock Options:
a. Stock options may be granted to eligible employees at the discretion of the
company's management or as outlined in the ESOP plan.
b. The number of stock options granted and the terms of the options (e.g., exercise price, vesting schedule, expiration date) will be determined by the company.
a. Stock options granted under the ESOP will be subject to a vesting period, during
which the employee must fulfill specified conditions to become eligible to exercise the
b. The vesting schedule, including the duration and milestones for vesting, will be communicated to employees at the time of the grant.
Exercise of Stock Options:
a. Once the stock options have vested, employees may exercise their options by
purchasing company stock at the predetermined exercise price.
b. The exercise process, including the methods and procedures for exercising stock options, will be communicated to employees through the ESOP plan.
Taxation and Legal Considerations:
a. Employees should consult with their tax advisors or professionals to understand the
tax implications of participating in the ESOP, exercising stock options, and selling
b. The company will comply with all applicable laws, regulations, and reporting requirements regarding the administration and taxation of the ESOP.
Change in Control and Termination:
a. In the event of a change in control of Sadguna Masale, provisions will be in place to
address the treatment of outstanding stock options and the impact on employees'
b. Upon termination of employment, the treatment of unvested and vested stock options will be determined as per the terms outlined in the ESOP plan.
Communication and Education:
a. P T Foods Pvt Ltd will provide clear communication and educational resources to
employees regarding the ESOP, its benefits, and the rights and responsibilities
associated with participating in the plan.
b. Employees will be encouraged to seek clarification and understanding of the ESOP through available channels, such as HR representatives or designated ESOP administrators.
Compliance and Amendments:
a. The ESOP Policy will comply with all applicable laws, regulations, and governance
b. Any amendments or modifications to the ESOP Policy will be made in accordance with the legal and regulatory frameworks and communicated to the eligible employees.
Note: This ESOP Policy provides a general framework for the P T Foods Pvt LtdESOP. The specific terms and provisions of the ESOP may vary and will be detailed in the official ESOP plan document provided to eligible employees. Employees should refer to the official ESOP plan document, consult with the HR department, or designated ESOP administrators for detailed and up-to-date information regarding their participation in the ESOP.
The Promotion Policy at P T Foods Pvt Ltd outlines the guidelines and procedures for promoting employees within the organization. This policy aims to provide a fair and transparent process for career advancement, recognize employee contributions, and align promotions with the company's strategic objectives.
a. All regular full-time and part-time employees of P T Foods Pvt Ltd are eligible for consideration for promotion.
b. Eligibility criteria may include factors such as job performance, qualifications, experience, skills, and potential for growth.
a. Promotions will be based on merit, considering factors such as demonstrated job performance, consistent achievement of performance objectives, and alignment with the competencies and requirements of the desired position.
b. The specific criteria and requirements for each promotion will be clearly communicated to employees.
a. Vacant positions that are eligible for promotion will be announced internally within the organization.
b. The announcement will provide details about the position, its requirements, and the application process.
Application and Selection:
a. Employees interested in applying for a promotion should submit their applications within the designated timeframe and follow the specified application procedure.
b. The selection process may involve interviews, assessments, performance reviews, and consideration of employee qualifications and potential for the new role.
Management Review and Approval:
a. The final decision regarding promotions will be made by the management or a designated promotion review committee.
b. The decision will be based on a comprehensive evaluation of the applicants' qualifications, performance, potential, and alignment with the company's strategic goals.
Promotion Offers and Acceptance:
a. Successful candidates will receive promotion offers, including details of the new position, compensation changes, and any other pertinent information.
b. Employees who are offered promotions have the right to accept or decline the offer. Declining the offer will not have a negative impact on their current position or employment.
Communication and Feedback:
a. Communication regarding promotion decisions will be timely and transparent, ensuring that employees receive feedback on their performance and areas for improvement, regardless of the outcome.
b. Employees who are not selected for promotion will be provided with constructive feedback and guidance for their professional development.
Compensation and Benefits:
a. Promotions may be accompanied by changes in compensation, benefits, and other relevant terms and conditions of employment.
b. The details of the compensation adjustments and benefits will be communicated to the promoted employees.
Performance and Review:
a. Promoted employees will be subject to ongoing performance reviews and evaluations to ensure continued growth and development in their new roles.
b. Opportunities for further advancement and professional development will be explored and communicated to employees.
Compliance and Amendments:
a. The Promotion Policy will comply with all applicable laws, regulations, and internal governance requirements.
b. Any amendments or modifications to the Promotion Policy will be made in accordance with the legal and regulatory frameworks and communicated to employees.
Note: This Promotion Policy provides a general framework for promotions at Sadguna Masale. Specific details and processes may vary based on job levels, departments, and organizational requirements. Employees should refer to the official HR handbook, consult with the HR department, or designated promotion administrators for detailed and up-to-date information on the promotion process and eligibility criteria.
Code of Conduct/Ethics Policy: This policy outlines the expected behavior, ethical standards, and professional conduct for all employees within the organization. It covers areas such as integrity, confidentiality, conflicts of interest, anti-discrimination, harassment, and compliance with laws and regulations.
Employee Leave and Time-off Policy: This policy outlines the types of leave available to employees, including vacation leave, sick leave, parental leave, bereavement leave, and other time-off options. It specifies the eligibility criteria, procedures for requesting leave, and the process for granting and tracking leave.
Employee Performance Management Policy: This policy establishes the framework for assessing, managing, and improving employee performance. It outlines the performance review process, goal setting, feedback mechanisms, performance improvement plans, and recognition or reward systems for exceptional performance.
Employee Discipline and Termination Policy: This policy defines the process and procedures for addressing employee misconduct, poor performance, or violations of company policies. It outlines the steps for disciplinary actions, including warnings, suspensions, and termination, while ensuring fairness, due process, and compliance with employment laws.
Workplace Health and Safety Policy: This policy ensures a safe and healthy work environment for all employees. It covers guidelines and procedures for accident prevention, emergency response, reporting hazards or incidents, personal protective equipment, and compliance with occupational health and safety regulations.
IT and Data Security Policy: This policy establishes guidelines and protocols for the secure use of company information technology systems, data privacy, password management, data backup, network security, acceptable use of technology resources, and protection against cyber threats.
Training and Development Policy: This policy outlines the organization's commitment to employee growth and development. It covers employee training programs, professional development opportunities, tuition assistance, and processes for identifying and addressing skills gaps.
Remote Work/Telecommuting Policy: If applicable, this policy defines the guidelines, expectations, and requirements for employees who work remotely or telecommute. It covers areas such as eligibility, work hours, communication, equipment and technology, data security, and performance evaluation.
Travel and Expense Policy: This policy provides guidelines for employee travel, including reimbursement of travel expenses, booking procedures, travel approval processes, per diem rates, and expense reporting requirements.
Grievance and Complaint Resolution Policy: This policy establishes procedures for addressing employee grievances, complaints, or conflicts in a fair and confidential manner. It outlines the steps for reporting concerns, investigation processes, and resolution mechanisms, ensuring a respectful and inclusive workplace.
It is important for organizations to develop policies that align with their specific industry, legal requirements, and organizational culture. These policies should be communicated effectively to all employees and regularly reviewed and updated to reflect changes in laws, regulations, or company practices.
The Employee Discipline and Termination Policy at P T Foods Pvt Ltd outlines the guidelines and procedures for addressing employee misconduct, poor performance, or violations of company policies. This policy aims to ensure fair and consistent treatment of employees, provide a framework for corrective actions, and establish procedures for termination when necessary.
a. P T Foods Pvt Ltd believes in a progressive discipline approach, wherein disciplinary actions are taken in a step-by-step manner, allowing employees the opportunity to improve their behavior or performance.
b. Progressive discipline may involve verbal warnings, written warnings, suspension, and, in severe cases, termination.
a. When an issue arises, the employee's supervisor or manager will initiate an
investigation to gather facts and evidence.
b. The employee will be given an opportunity to explain their side of the story and provide any supporting information during the investigation.
a. Depending on the severity and nature of the issue, disciplinary actions will be taken in
accordance with the company's disciplinary policy and may include:
i. Verbal Warning: A verbal discussion with the employee to address the issue, provide guidance, and document the conversation.
ii. Written Warning: A written notification specifying the issue, expectations for improvement, and consequences of further violations.
iii. Suspension: Temporary suspension from work without pay for a specified period, usually for more serious or repeated violations.
iv. Termination: In cases where employee misconduct or poor performance persists despite previous disciplinary actions, termination of employment may be considered.
a. Termination decisions will be made by the management or a designated termination
review committee, ensuring consistency and compliance with legal requirements.
b. Employees will be provided with written notice of termination, stating the effective date and reasons for the termination.
a. P T Foods Pvt Ltdwill comply with applicable labor laws regarding notice periods and
severance pay when terminating employees.
b. The specific notice periods and severance provisions will be communicated to employees and may vary based on factors such as length of service and position.
a. Employees have the right to appeal disciplinary actions or termination decisions if
they believe there are grounds for reconsideration or if they feel that the actions were
unfair or inconsistent.
b. The appeals process and grievance procedure will be outlined in the company's Employee Handbook or other relevant documents.
a. All disciplinary actions, investigations, and termination processes will be treated with
utmost confidentiality, to the extent possible and as permitted by law.
b. Only individuals directly involved in the process or with a legitimate need to know will be informed about the disciplinary actions or termination.
a. All disciplinary actions, warnings, and termination decisions will be documented in
writing, including dates, descriptions of the incidents, and actions taken.
b. Documentation will be maintained in employee files, ensuring compliance with legal requirements and facilitating accurate recordkeeping.
Note: This Employee Discipline and Termination Policy provides a general framework for handling disciplinary actions and termination at Sadguna Masale. Specific details, procedures, and steps may vary based on legal requirements, employment contracts, and the circumstances of each case. Employees should refer to the official HR handbook or consult with the HR department for detailed and up-to-date information regarding the disciplinary process and termination procedures.
The Probation Policy at P T Foods Pvt Ltdoutlines the guidelines and procedures for employees who are on probationary status. This policy aims to provide a structured period of evaluation and assessment to determine an employee's suitability for a permanent position within the organization.
a. Upon joining Sadguna Masale, employees may be placed on a probationary period,
typically ranging from three to six months, as determined by the organization.
b. The probationary period allows for observation, assessment, and feedback to evaluate an employee's performance, skills, and overall fit within the company.
a. During the probationary period, supervisors or managers will conduct regular
performance evaluations to assess the employee's progress, strengths, areas for
improvement, and overall suitability for the permanent role.
b. Feedback and guidance will be provided to assist the employee in meeting performance expectations.
a. Employees on probation may be required to undergo specific training programs or
participate in developmental activities to enhance their skills and knowledge relevant to
b. The organization may provide opportunities for learning and growth during the probationary period to support the employee's professional development.
a. At the end of the probationary period, a decision will be made regarding the
b. If the employee meets the performance expectations and demonstrates potential for continued success, they may be confirmed in a permanent position.
c. In cases where performance falls short of expectations or there are concerns regarding suitability, the probationary period may be extended or employment may be terminated, as per the organization's policies and applicable employment laws.
The Leave Policy at P T Foods Pvt Ltd outlines the guidelines and procedures for employees to request and avail casual leave. This policy aims to provide employees with the necessary flexibility to address personal and unplanned situations while ensuring adequate staffing and operational continuity.
a. All employees, including probationary employees, are eligible to avail casual leave.
b. The specific number of casual leave days allotted per year will be communicated to employees based on their employment status and tenure.
Requesting Casual Leave:
a. Employees should submit a formal request for casual leave to their immediate supervisor or manager in advance, whenever possible.
b. The request should include the date(s) of leave, the reason for leave, and any pertinent details or documentation if required.
a. The supervisor or manager will review the leave request based on the operational needs of the department and the availability of alternative resources.
b. Approval or denial of casual leave will be communicated to the employee within a reasonable timeframe.
Leave Balance and Carry Forward:
a. Employees can check their remaining casual leave balance through the designated HR system or by contacting the HR department.
b. Unused casual leave days may or may not be carried forward to the following year, as per the organization's policy.
The Sick Leave Policy at P T Foods Pvt Ltd outlines the guidelines and procedures for employees to request and avail sick leave. This policy aims to support employees in taking necessary time off when they are medically unfit to work, ensuring their wellbeing and the prevention of the spread of illnesses in the workplace.
a. All employees, including probationary employees, are eligible to avail sick leave.
b. The specific number of sick leave days allotted per year will be communicated to employees based on their employment status and tenure.
Reporting Sick Leave:
a. In the event of illness or medical incapacity, employees should promptly notify their supervisor or manager as soon as possible, preferably before their scheduled work hours.
b. The notification should include the expected duration of absence, reason for sick leave, and any necessary medical documentation, as required by the organization's policy.
a. Sick leave requests will be reviewed by the supervisor or manager, taking into consideration the employee's health condition and the impact on operational requirements.
b. Approval or denial of sick leave will be communicated to the employee within a reasonable timeframe.
Sick Leave Documentation:
a. Employees may be required to provide medical certificates or other supporting documentation for extended periods of sick leave or as per the organization's policy.
b. The organization will maintain the confidentiality of any medical information obtained during sick leave documentation.
The Paid Leave Policy at P T Foods Pvt Ltd outlines the guidelines and procedures for employees to request and avail paid leave for various purposes, such as personal reasons, emergencies, or planned events. This policy aims to provide employees with paid time off to maintain work-life balance and address personal commitments.
Requesting Paid Leave:
Leave Balance and Carry Forward:
Note: The above policies are provided as a general framework for the Probation Policy, Leave Policy (Casual Leave), Sick Leave Policy, and Paid Leave Policy at Sadguna Masale. The actual policies and their specific details may vary based on the organization's practices, legal requirements, and any applicable employment agreements. Employees should refer to the official HR handbook or consult with the HR department for detailed and up-to-date information regarding these policies and their implementation at Sadguna Masale.
SS-304 German Technology Plant.
"Elevate your culinary creations with Sadguna Masale's rich and diverse spices."
Address : Plot No 1/B, Saher-Nagri Industrial Area, Nagri, Ranchi, Jharkhand, Pin-835303
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