Policy

Employees who successfully complete a year of service with doodleblue will be eligible for a certain reimbursement amount (depending upon the grade of the employee), through which they can do certifications and courses to enhance their skills and grow in career

Guidelines and Process:

1) This policy is applicable only to those who have completed 1-year service with doodleblue.

2) Employees should get reporting manager's and management's ( tripti@doodleblue.com and lokesh@doodleblue.com ) approval before they enrol on the course

3) Reimbursement can be availed, only if he/she completes/clears the certification.

4) Once certified/ completed the course, employees should stay with the company for 6 months.

Purpose

• To maintain a healthy and safe work environment for all associates

• Enduring a sexual harassment suit is one of the challenges a company does not want to face. Sexual harassment includes

sexually-oriented conduct, whether intentional or not, that is unwelcome and has the purpose or effect of creating an

unstable work environment

• The Company will not tolerate harassment or intimidation of our associates on any basis prohibited by law, including race,

color, sex, age, religion, national origin, handicap, disability, marital status

• Moreover, any suggestions made to any associates that sexual favours will affect any term or condition of employment

with the Company will not be tolerated. It is the policy of the Company that any harassment, including acts creating a

hostile work environment or any other discriminatory acts directed against our Associates, will result will result in immediate termination

The following are examples of conduct that, depending upon the circumstances, may constitute sexual harassment:

• Unwelcome sexual jokes, language, epithets, advances or propositions

• Written or oral abuse of a sexual nature, sexually degrading or vulgar words to describe an individual

• The display of sexually suggestive objects, pictures, posters or cartoons;

• Unwelcome comments about an individual’s body

• Unwelcome touching, leering, whistling, brushing against the body, or suggestive, insulting or obscene comments or gestures

Who is covered?

Apart from employees who are on the roll of doodleblue Innovations Private Limited, the company is responsible for preventing harassment against

• Job Applicants

• Interns

• Third Parties/Agencies such as contract workers, Consultants and other Professionals

• Guests

• Vendors and their employees'

Associates must bring any violation of this policy to the immediate attention to the 'Internal Complaints Committee (ICC). The ICC will thoroughly investigate all such claims with due regard for the privacy of the individuals involved. Any associates who knowingly retaliate against associates who have reported workplace harassment or discrimination shall be subject to immediate disciplinary action, up to and including discharge.

Procedure for initiating Complaints

Any employee may initiate a complaint of sexual harassment against an employee or a third party or vice versa with the Chairperson of ICC in handwritten duly signed. They should do so at the earliest point of time, but preferably within 90 days from the date of occurrence of the alleged incident. If the complainant feels that they cannot disclose their identity for any particular reason to the ICC members, they can address the complaint directly to the Chairperson. The ICC may

entertain a complaint even after the expiry of the stipulated period, after recording the reasons for the delay in writing. Anonymous complaints will not be entertained. The Group however, can use its discretion under special circumstances to take up such a complaint.

Penalties for False Complaints

• Any employee who initiates a false complaint shall be liable for severe disciplinary action as per the rules of the company.

• Any employee who threatens or intimidates any Employee who has made a complaint or participated in an investigation can face disciplinary action as per the rules of the Company.

• Behaviour that amounts to sexual harassment may result in disciplinary action, up to and including dismissal.

• The Committee may also recommend counselling.

Statutory Warning - Intellectual Property Rights 

Work/project-related files/code CAN NOT be shared/copied/transferred for personal purposes. Avoid the following:

1.No photo/digital camera copies 

2. No code commits to third-party repositories

3. Do not share/pass the server credentials 

4. No transfers to external drives 

5. Do not post on public discussion/demo forums 

6. Do not host on unauthorized/unofficial servers

Employees found guilty of the above offences will be heavily penalized and the company will take strict legal actions.

IT Logs of Devices :

Any system needs, Assistance or compliance on your system, software, or test devices are requested to send an email to it@doodleblue.com 

GRIEVANCE POLICY

Purpose:

The purpose of this policy is to provide a clear and fair procedure for employees of doodleblue to

raise grievances. This policy aims to ensure that all grievances are addressed promptly, fairly, and

consistently, maintaining a positive and productive work environment.

Definition of a Grievance:

A grievance is any concern, problem, or complaint that an employee wishes to raise regarding their

work, working conditions, or relationships with colleagues. Grievances may relate to, but are not

limited to:

Working conditions or environment

Discrimination or harassment

Health and safety concerns

Workload or management decisions

Interpersonal conflicts

Guiding Principles:

Confidentiality: All grievances will be handled with the utmost confidentiality to protect the privacy

of all parties involved.

Impartiality: Grievances will be addressed impartially, ensuring that all parties have an opportunity

to present their case.

Non-Retaliation: Employees will not face any retaliation for raising a grievance in good faith.

Timeliness: Grievances will be addressed promptly to avoid unnecessary escalation or prolonged

discomfort.

Grievance Procedure:

Step 1: Informal Resolution

Discussion with Immediate Manager: Employees are encouraged to first discuss their grievance

with their immediate manager. Many issues can be resolved quickly and informally at this stage.

doodleblue always believes in direct communication and there is no issue that cannot be solved by

discussing with an open mind.

Resolution: The manager should attempt to resolve the issue within 5 days of being notified. If the

grievance cannot be resolved informally, or if the employee feels uncomfortable discussing it with

their immediate manager, they may proceed to the formal stage.

Step 2: Formal Grievance Submission:

Written Grievance: If the issue is not resolved informally, the employee should submit a email in

writing to the RGT department. The written grievance should include:

A detailed description of the grievance.

Any relevant evidence or documentation.

The outcome the employee is seeking.

Acknowledgment: The RGT department will acknowledge receipt of the grievance in writing

within 2 days.

Step 3: Investigation

Investigation Process: The RGT department will conduct a thorough investigation of the

grievance. This may involve:

Interviewing the employee who raised the grievance.

Interviewing other relevant parties, such as witnesses or those involved in the issue.

Reviewing relevant documents, emails, or other evidence.

Timeframe: The investigation should be completed within 7-10 days of the grievance being

submitted.

Step 4: Resolution and Outcome

Decision: Once the investigation is complete, the RGT department will make a decision on the

grievance and determine any appropriate actions or resolutions.

Communication: The employee will be informed of the decision in writing, along with any steps

the company will take to address the issue. If the grievance is upheld, appropriate corrective

measures will be implemented.

Appeal: If the employee is not satisfied with the outcome, they may appeal the decision by

submitting a written appeal to senior management or a designated appeal