Welcome Aboard

The probation period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations.

SkillSource IT Solutions LLP. Ltd uses this period to evaluate employee capabilities, work habits, and overall performance. All new and rehired employees work on a probation basis for the first 180 calendar days after their date of hire. If SkillSource IT Solutions LLP. Ltd determines that the designated probation period does not allow sufficient time to thoroughly evaluate the employee’s performance, the probation period may be extended for a specified period. Upon satisfactory completion of the probation period, employees enter the “confirmed” employment classification period.

* FOR ALL INTERNATIONAL PROCESSES:

The normal work schedule for all employees is 9 hours a day which includes 1 hour of break, Monday to Sunday with two days off in the week. Supervisors will advise employees in advance of their schedules/shift times for the week ahead. Staffing needs and operational demands may necessitate variations in starting and ending times, as well as variations in the total hours that may be scheduled each day and week.

* FOR ALL DOMESTIC PROCESSES:

The normal work schedule for all employees is 9 hours a day which includes 1 hour of break, Monday to Sunday with one day off in the week. Supervisors will advise employees in advance of their schedules/shift times for the week ahead. Staffing needs and operational demands may necessitate variations in starting and ending times, as well as variations in the total hours that may be scheduled each day and week. Employees must be willing to do split weekoffs as and when required depending on the operational requirement.

– To maintain a safe and productive work environment, SkillSource IT Solutions LLP. Ltd expects employees to be reliable and to be punctual in reporting for scheduled work. In the rare instances when employees cannot avoid being late to work or are unable to work as scheduled, they should notify their supervisor as soon as possible in advance of the anticipated tardiness or absence. An employee needs to report the reason for absenteeism only by calling the Supervisor on Duty (i.e. present in office at that moment) minimum 2 hours prior to his/her shift. Employees not following the above rule would face two days salary deduction instead of one day.

– In absence of a supervisor, the employee can report the same to the next senior person present in office. If all attempts fail to speak over the phone, only then a text will be considered. Poor attendance and excessive tardiness are disruptive. Either may lead to disciplinary action, up to and including termination of employment.

– However, in special circumstances depending on the overall performance and previous leave record if employees intimate about coming late to work, it will be approved under the sole discretion of the Service Delivery Manager.

– Such instances can of course only be an exception and not the rule. It is expected in such cases, the employee compensates the shortfall by staying over, subject to work requirements

– All employees are provided with a total Break of 1 hour in a shift of 9 hours. This will include all types of breaks such as bio-break, meals, smoke breaks etc.

– Supervisors will schedule break periods and distribute between associates on a shift to accommodate operating requirements.

– Employees will be relieved of all active responsibilities and restrictions during break periods and will not be compensated for that time.

– An employee is not supposed to take extended break periods over and above the one hour mentioned above. On an exception basis, when employees are constrained to extend their breaks because of a health issue, it has to be notified beforehand to the Supervisor/Reporting Manager and duly authorized by the Service Delivery Manager

– Employees are expected to take their first break only after 2 hours of their first log in.

The protection of confidential business information and trade secrets is vital to the interests and the success of SkillSource IT Solutions LLP. Ltd. Such confidential information includes, but is not limited to, the following examples: Pending projects and proposals

• Pending projects and proposals
• Proprietary production processes
• Customer lists
• Financial information
• Technological data
• Marketing strategies
• Any other document/ information that is considered confidential

All employees are required to sign a non-disclosure agreement/ trade secret policy as a condition of employment. Employees who improperly use or disclose trade secrets or confidential business information will be subject to disciplinary action, up to and including termination of employment and legal action, even if they do not actually benefit from the disclosed information.

An employee who logs in late by more than five minutes, for fifth and sixth instance in a month, half day salary will be deducted for each instance. Thereafter, in the same month seventh instance onwards one day salary will be deducted.

Also, any employee with break exceeds more than five minutes over and above their stipulated one hour break in their shift, for fourth and fifth instance in a month halfday salary will be deducted for each instance, thereafter, sixth instance onwards one day salary will be deducted.

– Every employee must ensure they punch in/out properly every time they walk-in/step outside the operations floor. The biometric system would be the sole method of calculating the employee work hours and break hours.

– Employees are advised to note the following aspects of the biometric device : There has to be a punch every time an employee enters or leaves the floor. It is strictly prohibited to go out along with another employee, without punching on their own. Any discrepancy that is noticed as a result of this will be viewed very strictly.

– If an employee is unable to punch in/out, they need to report to the IT department or supervisors immediately.

– Employee ID Cards must be carried to work everyday. In case of loss of their photo id card, a replacement will be provided with a penalty of Rs. 250/- which will be deducted from their salary.

– Tailgating refers to when a person tags along with another person who is authorized to gain entry/exit into/from the operational floor. The act may be legal or illegal, authorized or unauthorized, depending on the circumstances. SkillSource expects its employees to avoid tailgating and use their own biometric access for each trip outside or inside the premises. Appropriate actions will be taken for employees found tailgating.

Data protection is vital to SkillSource and we would like to take effective measures to ensure the same. Data hackers are a big threat to every business but there is a lot of information leakage possibility due to how employees handle organizations data. To regulate the same we have few rules in place which we enforce every employee to follow. Violation of the data security policy will lead to strict disciplinary actions.

• Do not use office internet for any kind of personal usage under any circumstances.
• Do not browse incognito or privately while at work.
• Google extensions must not be used to play games or for any other sort of entertainment.
• Changing the computer settings, renaming systems and installing software.
• Computers, computer files, the email system, and software furnished to employees are SkillSource IT Solutions LLP. Ltd.’s property, intended for business use.
• Employees should not use a password, access a file, or retrieve any stored communication without authorization. SkillSource IT Solutions LLP. Ltd prohibits the use of computers and the email system in ways that are disruptive, offensive to others, or harmful to morale. Cellphone usage on the operations floor is strictly prohibited. Support Staff, Managers & Supervisors are allowed to use their cellphone for official purpose only. CD’s ,USB cables, pen drives, mobile chargers, cameras or any other storage and digital devices are strictly prohibited.
• Employees found browsing unauthorised websites will be liable for a penalty of Rs. 250/- (will be deducted from the salary)for each instance and necessary disciplinary actions. Similarly, employees found using cellphones on the floor will be liable for a penalty of Rs. 250/- (will be deducted from the salary) for each instance and necessary disciplinary actions.
• All employees must be aware that to ensure compliance with this policy their computer, email and internet usage is monitored by the IT Department . Any employee found violating the Data Protection Policy will be liable for strict disciplinary actions.

For all employees in operations and tech support, holidays would be given at the discretion of the management depending on the geographical location of the client process and the work load.

For domestic/administrative staff, mentioned below are the holidays they will get in a calendar year:

• Republic Day – 26th January, 2023 Thursday
• Holi – 08th March, 2023 Wednesday
• Good Friday – 07th April, 2023 Friday
• Maharashtra Day – 01st May, 2023 Monday
• Independence Day – 15th August, 2023 Tuesday
• Ganesh Chaturthi – 19th September, 2023 Tuesday
• Dussehra – 24th October, 2023 Tuesday
• Diwali – 12th November, 2023 Sunday
• Christmas – 25th December, 2023 Monday

The other three following days shown below are Optional Holidays, they are:

Option – 1

• Maha Shivratri – 18th February, 2023 Saturday
• Janmashtami – 07th September, 2023 Thursday
• Eid al-Fitr – 22nd April, 2023 Saturday

Option – 2

• Gudi Padwa – 22nd March, 2023 Wednesday
• Eid ul-Zuha (Bakrid) – 29th June, 2023 Thursday
• Gandhi Jayanti – 02nd October, 2023 Monday

Option – 3

• Parsi New Year – 16th August, 2023 Wednesday
• Muharram – 29th July, 2023 Saturday
• Bhai Duj – 15th November, 2023 Wednesday

From above 3 points any one holiday has to be chosen from the three holidays.

For international processes mentioned below are the probable holidays:

• New Year’s Day – 01st January, 2023 Sunday
• Martin Luther King, Jr Day – 16th January, 2023 Monday
• Memorial Day – 29th May, 2023 Monday
• Independence Day – 04th July, 2023 Tuesday
• Labour Day – 04th July, 2023 Tuesday
• Thanksgiving – 23rd November, 2023 Thursday
• Christmas – 25th December, 2023 Monday

Kindly note the above holidays and additional 5 DL’s will be given on the basis of client requirement and management’s discretion.

An employee will be eligible for leaves in the following manner:
Discretionary Leaves (DLs) – 12 per calendar year All staffers will be entitled to 12 DLs, which will be approved by their respective managers and the service delivery manager.

Part of our leaves are restricted to those ‘low’ periods where the business is slow and minimal staffing is required; this portion of the paid leaves is called “Employer Discretionary Leave”. They are granted to an employee, in case of a Client/Process/Regional Off. It relies completely on the Management’s discretion. These leaves might be fast tracked in the 2nd half of the year, in case not much has been utilized in the 1st half, as per the leave planning done by the managers, with the process in mind. However, an employee can register a request for the same, in case the count of DLs is high and the same is being confirmed by their respective managers.

Discretionary Leaves accrue at the rate of 1 leave per month.

Sick Leaves (SLs) – 6 per calendar year

Beginning January 2020, every employee would be eligible for 6 SLs in a year. Sick Leaves will start accruing from the 1st month of an employee’s service.

Employees, including those on probation; may require a leave due to health conditions/hospitalization. In cases like these, one can utilize his/her sick leaves which are given from the date of joining. Sick leaves accrue at the rate of 0.5 leave per month.

Availing SLs:

• At Executive Level – Maximum of 1 SL in a month.
• TL’s and above – Can avail as many SLs in a month as in your leave balance.
• The supervisor/manager must be informed 2 hours prior to the shift in case of taking a sick leave.
• SLs are not planned leaves and hence cannot be applied for in advance.
• All the unutilised SLs will get lapsed at the end of the year. Under no circumstances can Sick Leaves be carried to the next calendar year.

Casual Leaves (CLs) – 18 per calendar year

CLs are not applicable during the probation period. Any casual leave taken while on probation, would be considered as Leave Without Pay (LWP). In such situations, the Service Delivery Manager will review the genuineness and merits of the case, and allow an adjustment against prorated leaves, based on number of days completed in the organization. For every uninformed leave taken during this period, 2 days salary would be deducted.

These are typically long leaves of above one week duration, availed for vacations, marriage, family functions, exams etc. It is expected that any such leave where the event schedule is known in advance, needs to be applied at least a month before. Applications are to be filed via e mail to the Service Delivery Manager with a copy to the immediate supervisor. Leaves are granted on the sole discretion of the Service Delivery Manager, who will take into consideration the existing business workload and staffing.

Casual Leaves accrue at the rate of 1.5 leaves per month.
Given below is the breakdown of accrual of leaves :

EMPLOYEES ON PROBATION :
6 DLs + 3 SLs and No CLs till an employee gets confirmed.
A person whose probation gets extended, would not get any CLs for the extended months, till he/she is officially confirmed.

AFTER CONFIRMATION:
6 DLs + 3 SLs + 9 CLs for the remaining six months = 18 Leaves
AFTER COMPLETION OF 1 YEAR:
12 DLs + 6 SLs + 18 CLs = 36 Leaves

IMPORTANT POINTS:

Attendance Incentive will be merged with the normal performance incentive, once an employee is confirmed.

• Employees under probation have to be present for 20 days to earn attendance incentive (excluding weekly offs). DLs/SLs will not affect this but absenteeism will. In case of both CLs, DLs or SLs, Transport Allowance will be on a prorated basis.
• A person whose probation gets extended (depending on the performance and attendance), would not get any CLs for the extended months, till he/ she is officially confirmed.
• Out of unused accumulated leaves 9 leaves can be carried forward at the end of the year.
• A person joining on or before 20th of a month will be eligible for 1 DL for that month but someone joining after that (i.e. between 21st to 30th and 31st of a month) will not be eligible for any DL for that particular month.
• A person joining on or before 20th of a month will be eligible for 0.5 SL for that month but someone joining after that (i.e. between 21st to 30th or 31st of a month) will not be eligible for any SL for that particular month.
• A person has to work 3 days a week to earn 2 week offs or the week offs would be considered as CLs/LWPs, depending on what kind of a leave he/she is on.

Exceptions to the above rule :

• When an employee is not meeting the ‘3 day a week working criteria’, due to a DL/DLs being awarded to them for that week. For e.g. If an employee has 2 CLs for a week and is awarded another DL due to operational reasons, this would not affect his/her week offs and they would still be entitled for the same.
• When an employee is not meeting the ‘3 day a week working criteria’, due to them utilizing a SL for that week. For e.g. If an employee has 2 CLs for a week and has utilized 0.5/1 SL for health reasons, it would not affect his/her week offs and they would still be entitled for the same.
• For domestic processes:
  A person has to work 4 days a week to earn 1 week off or the week off would be considered as CLs/Lwps, depending on what kind of a leave he/she is on.
• Exceptions to the above rule :
  When an employee is not meeting the ‘4 day a week working criteria’, due to a DL/DLs being awarded to them for that week. For e.g. If an employee has 2 CLs for a week and is awarded another DL due to operational reasons, this would not affect his week offs and they would still be entitled for the same.
• When an employee is not meeting the ‘4 day a week working criteria’, due to them utilizing a SL for that week. For e.g. If an employee has 2 CLs for a week and has utilized 0.5/1 SL for health reasons, it would not affect his/her week offs and they would still be entitled for the same..
• Any backtrack DLs granted as a one time exemption by management, would still be treated within the lines of the above guideline..
• Updated leave status would be published by 5th of every month so you can check it with your managers..
• Any pending sick leaves will get lapsed at the end of the year..

SkillSource’s leave policy has been framed incorporating a blend of industry best practices, the expectations of our client base and the objective of balancing number of leaves with the tenure of an employee in the organization. Casual leaves are calculated as 2 days for every month for an employee and accordingly, would be credited into the employee’s leave kitty on completion of every month. As they are in tandem with actual working days, any excessive absenteeism/sabbatical or part time employment would result in, paid leaves getting curtailed proportionately.

Employees are encouraged to plan their leave calendar in advance, with their respective managers. However, due to operational requirements, if an employee has not used up his leaves, then the unavailed leaves, up to a maximum of 10 days can be carried forward to the next calendar year. Any leaves above the 10 days thus carried forward are reimbursed to the employee in the form of 6 equated bi monthly installments over the course of the next financial year.

In case an employee has DLs remaining in his/her kitty i.e. due to the nature of their process some could not be availed, they can be reimbursed or carried forward as CLs at the Service Delivery Manager’s discretion.

All the unutilised SLs will get lapsed at the end of the year. Under no circumstances can Sick Leaves be carried to the next calendar year.

If an employee leaves the company within the first year of joining, then he/she would not be eligible for leave reimbursement.

The management of the company retains the discretion of either expediting {when the amount is low} or holding up the installments {due to disciplinary reasons}.

SkillSource IT Solutions LLP. Ltd encourages all employees to keep an open mind and graciously accept constructive feedback or a request to change behavior that may be affecting another employee’s ability to concentrate and be productive.

The following workplace etiquette guidelines are not necessarily intended to be hard and fast work rules with disciplinary consequences. They are simply suggestions for appropriate workplace behavior to help everyone be more conscientious and considerate of co-workers and the work environment. SkillSource IT Solutions LLP. Ltd does not discriminate on the basis of race,caste,religion,gender etc. Please contact the HR Department if you have comments, concerns, or suggestions regarding these workplace etiquette guidelines.

• Do not access other’s systems, mails or phones.
• When using company assets, employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards, and guidelines.
• Please notify the supervisor/IT Team if any equipment, machines, or tools appear to be damaged, defective, or in need of repair. Prompt reporting of damages, defects, and the need for repairs could prevent deterioration of equipment.
• Personal use of the company telephone for long-distance and toll calls is not permitted. Employees should practice discretion when making local personal calls and may be required to reimburse SkillSource IT Solutions LLP. Ltd, for any charges resulting from their personal use of the telephone. The use of SkillSource IT Solutions LLP. Ltd. systems for personal correspondence is not permitted.
• Do not replace/misplace others documents, tokens or files.
• The display or transmission of sexually explicit images, messages are not allowed. Other such misuse of internet includes, but is not limited to, ethnic slurs, racial comments, off-color jokes, or anything that may be construed as harassment or showing disrespect for others..
• Avoid public accusations or criticisms of other employees. Address such issues privately with those involved or your supervisor.
• Eatables are strictly not allowed on the operations floor.
• Common coffee mugs are not be to carried on the operations floor.
• Minimize talking between workspaces or over cubicle walls. Instead, conduct conversations with others in their workspace..
• Refrain from using inappropriate language/abusive language (swearing).
• Keep your workspace clean and do not leave behind waste or discarded papers.
• The system USB ports are not to be used to charge mobile or any other electronic devices.
• Employees are strictly cautioned from reporting to work (enter the premises of SkillSource) in an intoxicated state. This will be viewed with no leniency whatsoever and might lead to termination of services. We expect employees to know that this is a misdemeanor without excuse.

Sexual harassment is any unwelcome sexual advance or conduct on the job that creates an intimidating, hostile, or offensive working environment. Any conduct of a sexual nature that makes an employee uncomfortable has the potential to be sexual harassment.

• No employee or volunteer at any level should subject any other employee, customer or visitor to any form of sexual harassment.
• SkillSource will not tolerate sexual harassment under any circumstances.
• SkillSource strongly encourages any employee who feels they have been sexually harassed to report immediately to their respective Supervisors, Managers or the HR department.
• Any reports of sexual harassment will be treated seriously and promptly with sensitivity.
• Such reports will be treated as completely confidential up to the point where a formal or informal complaint is lodged against a particular person, at which point that person must be notified under the rules of natural justice.
• Strict action including but not limited to termination of employment will be taken against the person found responsible of sexual harassment.

SkillSource recognizes that the substance abuse in the workplace is a major concern. It affects not only job performance and the work environment but also undermines the public confidence in the Company and the safety of its operations. We believe that by working to identify and eliminate substance abuse we will improve the safety, health and general well being of our employees at all levels of employment. In keeping this objective, the Company has implemented an Alcohol and Drug free Workplace Program and Policy. The purpose of this policy is to create and maintain an alcohol and drug free workplace. All employees are subject to drug and alcohol testing as and when required throughout their employment with SkillSource.

All applicants being considered for employment will be required to authorize the Company to have its designated clinic, hospital or laboratory, perform, standard drug tests and to provide the test results to a designated representative of the Company. Any job applicant who tests positive will/may not be employed and will/may not be eligible for employment for one year thereafter.

Disciplinary actions will be taken against employee who tests positive , who uses drugs or alcohol , or has them in their possession on the job, or who refuses to be tested.

Employees are strictly cautioned from reporting to work (enter SkillSource premises) in an intoxicated state. This will be viewed with no leniency whatsoever and might lead to termination of services. The results of all tests will be kept confidential and will be retained by the Company.

The SkillSource Dress Code ensures that, as a proud and responsible employee of SkillSource, you demonstrate the professional character of the company by the way you present yourself at work and in a way that allows you to maintain your credibility and professionalism.

• All employees must be well-groomed.
• You can dress in office casuals throughout the work week. Ripped jeans are strictly not allowed. Slippers/chappals are not allowed.
• All clothes must be work-appropriate. Clothes that are typical in workouts, outdoor activities, are too revealing or inappropriateas are strictly not allowed.
  All clothes must be in clean, in good shape and project professionalism.
• Employees must avoid clothes with stamps that are offensive or inappropriate and discernible rips, tears or holes.
• Note –There are exceptions to the above rule—for instance when a dress code day is organized within the company however in all aspects office decorum should be maintained.

Resignation is a voluntary act initiated by an employee to terminate employment with SkillSource IT Solutions LLP. Ltd. The following guidelines are applicable for employees across all processes, verticals, designations, and departments.

Notice Period :
Employees during probation will have to serve notice period of 15 days. Confirmed employees upto Team Coach will have to serve notice period of 30 days. Team Lead and above will have to serve notice period of 60 days.

Exit formalities:
An exit interview will be scheduled to discuss the reasons for resignation. Employees will be given the right to express themselves and give their valuable feedback and suggestions.
Full and Final settlement :

SkillSource does not have a policy of buying out the notice period. As soon as an employee resigns from his duties , all his dues will be held by the company. Whether an employee has resigned or asked to leave due to business consideration, full & final dues will be settled after 45 days from his/her last working day.

Employees who abscond from the company, leave without serving their notice period or are terminated due to data breach, integrity and compliance issues, intoxication of alcohol and drugs, sexual or physical assault or any such similar event, will not be eligible for full and final settlement of dues and relieving documents from the company.

(An employee who is no call no show for 3 consecutive days will be considered as absconding. If an employee proactively informs about his/her inability to come to work, after 3 consecutive days of such absenteeism, management will decide whether to let him/her continue or consider absconding. Management’s decision will be final and binding in such instances).

• 26th day of the current month to the 25th day of the following month.
• The salary will be credited in 2 parts –Salary and Incentives/Transport Allowance.
• Salary is usually credited between 1st to 5th of every month and the incentives/transport allowance will get credited between the 8th and the 12th of the month. Delays, if any, would be due to banking holidays and international wire transfers and would be conveyed in advance.
• Note – Transport Allowance will be on a prorated basis, depending on the actual number of days an employee has been present. It is not paid for absenteeism/leaves availed.
• New Hires at SkillSource get their first salary on the first of the next month for the numbers of days worked until the 25th of the month. E.g: if an employee joins on the 15th day of the particular month, he/she would get the salary (i.e. 15th to 25th) of 11 days in the 1st week of the next month.
• From the second month onwards he/she would be compensated as per the salary cycle i.e. 26th day of that month to the 25th day of the following month.
• New hires are expected to open a bank account after completion of one month with SkillSource. They must get in touch with the admin department for bank account related queries and open an account with Standered Chartered Bank.
• Salary Slips would be sent to your emails (if you have access) or handed over to you by the Finance Department by the 10th of every month.

Evaluation in the workplace is the key in determining eligibility for continuance in the organization, raises and promotions. Annual performance appraisals enable management to monitor standards, set expectations and objectives, and delegate responsibilities and tasks. Staff performance appraisals also establish individual training needs based on which organizational training needs can be analyzed, planned and implemented.
Hence, At SkillSource, the appraisal cycle runs from April of current year to March of the following year.

Eligibility:
Promotions are based on role changes that involve increasing responsibility levels. While good past performance enhances the validity of the promotion, it should not, of itself, be the primary nor sole reason for recommending a candidate for promotion. The pivotal factors that are considered at SkillSource while assessing an employee for a salary revision or promotion are consistent performance in the appraised period, attendance, discipline, interpersonal skills, integrity, change in responsibility levels and a 360 degree review of feedback from peers, staffers and seniors. External factors that influence this decision are the overall growth of the company and specific projects, inflation rate of the economy, market compensation in like industries for a similar position, skills and experience level. It’s vital that employees aspirational for vertical growth see themselves in sync with the management vision, add value by bring resourceful ideas to the table while executing their work, display an attitude of communication based on healthy negotiation, maturity and willingness to upgrade their own skills.

Performance Review:
Performance evaluations are important tools to be used to encourage efforts that drive the strategic business direction of SkillSource. The purpose of such evaluations is to provide both you and your manager with the opportunity to discuss your job tasks, encourage and recognize strengths, identify and correct weaknesses and discuss methods for improving your performance. However, please understand that a positive performance evaluation does not guarantee an increase in salary, a bonus, a promotion, or continued employment. Compensation adjustments and the terms and conditions of employment, including job assignments, promotions, and demotions, are determined at the sole discretion of SkillSource’s management.
Compensation Reviews:

SkillSource’s compensation reviews are usually given after performance reviews. Any applicable compensation increase will appear in the pay period ending after the date granted. Compensation increases may be retroactive in the case of late reviews — however, this is entirely at the discretion of the management. Having your compensation reviewed does not necessarily mean that you will be given an increase as it will hinge on individual and/or company’s performance.

Merit increases are provided to employees who have continually exceeded performance expectations. Increases are based solely on the merit. In general, though SkillSource seeks to spot and reward winners, who stay above the drill and display exceptional interpersonal skills and maturity while dealing across stakeholders– whether clients, managers, colleagues and staffers.

SkillSource encourages employees to assume higher-level positions or lateral transfers for which they qualify. SkillSource has a policy of providing our employees with every opportunity for advancing to other positions within the organisation. To qualify for a promotion or transfer, you must have held your current position for a minimum of 1 year. Approval of promotions or transfers depends largely upon the merit of the individual, training, experience, work record, and the needs and resources of the company. In addition, employees must have a good performance, attendance, and punctuality record. All the employees will be made aware of the current IJP (Internal Job Posting) however it is applicable for employees who have completed minimum of 1 year in the organisation.