EMPLOYMENT POLICIES

2.1 Equal Employment Opportunities

Planify is committed to providing equal employment opportunities to all individuals without regard to race, color, religion, gender, creed or caste, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, or any other protected status. We strictly prohibit discrimination, harassment, or retaliation based on these factors.

2.2 Recruitment & Selection

We advertise positions internally and externally as appropriate. Internal hiring includes employee referrals whereas in external hiring the position is advertised over different platforms such as Planify's portal, LinkedIn, Naukri, and various other hiring portals. Campus hiring and offline recruitment drives are the ways to hire freshers for various roles.

• Procedure Of Hiring for Freshers

A candidate goes through 4 stages which include Written Assessment clearance which will lead to 3 rounds of face-to-face interview rounds.  

The assessment consists of 3 sections. Each section is mandatory and is an elimination test. You will be eligible for a face-to-face interview only if the candidate has cleared the sectional cutoffs. Once a candidate clears all the interview rounds, an offer letter is released.

• Procedure Of Lateral Hiring

Lateral hiring typically involves assessing candidates with experience for specific roles within an organization. The process often begins with a preliminary round where candidates complete an assignment or project relevant to the position they're applying for. Following this, successful candidates proceed to subsequent rounds involving interviews with management, where their skills, experience, and fit within the organization are further evaluated. This multi-stage approach allows companies to thoroughly vet candidates and ensure they align with both the role's requirements and the company culture. 

2.3 Onboarding & Selection

At the time of joining, the new joiners are required to submit the below-mentioned documents: 

• Passport Photos 

•  ID Proof (Aadhar card/ Voter ID card)

•  Address Proof (Ration card/ Electricity bill copy/ Passport copy/ Rent agreement )

•  PAN Card 

•  Relieving letter from previous employer (if applicable) 

•  Previous Employment experience letter (if applicable) 

•  10th, 12th, Graduation and Post-Graduation certificates (If applicable) 

•  Saving Bank Account Details with a Cancel Cheque having name printed on it 

•  Signed Offer Letter 

Once the documentation is completed, new employees will go through an induction and training program covering important subjects like company policies and relevant job-specific training.

2.4 Probationary Period

When a new employee is onboarded they are kept on a probation period of 3 months. The duration of the probation can increase in case the employee fails to meet the expected performance standards.  It provides time for the organization to evaluate their suitability, performance, and cultural fit. Probation periods are mandatory for all employees of an organization. Therefore, the employees get a chance to understand the work environment and the workload of the company.

In case the employee fails to achieve the standard performance then the organization may arrange further training programs for the improvement of performance and has the right to extend the probation period for a specific time. However, if the employee repeatedly fails to achieve the set performance then the organization has a right to terminate the employee on short notice of one month.

Note: No leaves will be credited in the joining month.

2.5 Notice Period

In case an employee decides to part ways with the organization due to any reason, they need to serve 3 months notice period (90 days).

The employee needs to hand over the responsibilities to other employees before leaving the company so that the business continuity is not hampered. The reporting manager can ask for an extension of the notice period for business continuity as per the discussion with the employee.

During this period no planned or unplanned leave can be availed. Any leaves taken would shift the relieving date further to the notice period. No leave will be credited in the last month. Any balance leaves remaining in your account will not be adjusted in the notice period instead it will be paid/settled in full and final settlement. 

Buy-Out Option - If, in any case, the employee won't be able to serve the notice period, they can avail of the buy-out option based only on their manager's approval, in which the employee needs to reimburse the full amount of the cost of their notice period. If the manager declines to relieve the person early then the Buy-out Option can not be availed by the employee.

Full and Final Statement (FnF) - Our HR Policy states that upon resignation, an employee will serve the required notice period as per their employment contract. While serving the notice period, Planify would credit the salary for the first month as usual. However, the remaining salary for the notice period will be settled in the full and final settlement. Following the completion of the notice period, the employee will receive their Full and Final Settlement (FnF), including remaining salary and any applicable dues, directly into their designated bank account. 

If an employee is serving notice period, then that employee will be no longer eligible for any bonuses including Retention Bonus, Incentives, Variable Pay.

Note: In case an employee on probation wants to leave an organization then 1 month of notice needs to be served.

2.6 Work from Anywhere & Remote Work

Work from Anywhere policy will be provided when an employee has completed the tenure of 1 year(work from office) with the company so that the employees can learn and mark their expertise in the specified areas.

Only in some circumstances - such as severe illness, extended commutes, or urgent medical situations—may working remotely be approved, taking into account job duties, performance standards, and appropriateness requirements. Not all positions or employees would be eligible. Work from Anywhere (WA) arrangements must adhere to established guidelines, including communication expectations, performance monitoring, and the maintenance of data security and confidentiality.

An employee can avail Work from Anywhere only with their Manager's approval. The company reserves the right to grant or deny Work from Anywhere, even after completing one year of tenure 

In the event of an employee's resignation or termination, the company will not encash the remaining leave balance as part of the Final Settlement (FnF) process for employees working from home. The purpose of this policy is to encourage employees to update their leaves to HR timely. 
In this setup, leaves will not be encashed after resignation 

2.7 Attendance & Punctuality

Planify works with the vision to create an environment and culture where an employee feels valued and safe and diversifies in growth opportunities. We work on a 5-day working routine a week. Monday to Friday are business days, so alternate Saturdays are kept as learning days, wherein we expect all to give at least 2 days in a month on learning and skill development.

The official timings of the office are 9:30 am to 6:30 pm. We have a culture of flexible working hours, in which employees are expected to maintain 9 hours of regular and consistent attendance during scheduled work hours. Attendance will be marked through a biometric system. Every employee is expected to punch in and punch out daily. Absences must be reported promptly to the reporting manager and HR through the mail.  

Employees should arrive at work and return from breaks on time. Excessive tardiness may result in disciplinary action.

2.8 Switching between the departments

The organization encourages employees to explore opportunities for growth and development within the company. Internal departmental transfers may be permitted under certain conditions outlined in this policy. 

Employees interested in transferring to another department must meet the following eligibility criteria: 

• Expression of Interest: Employees meeting the eligibility criteria and interested in transferring to another department must express their interest by formally submitting a transfer request to their current manager. 

• Tenure of Service: The employee must have completed a minimum of 18 months of continuous service with the organization.

• Performance Rating: The employee must have received a performance rating of 4 or above in their most recent performance appraisal.

• Manager's Approval: Both the current manager and the manager of the target department will evaluate the employee's suitability for the transfer based on their skills, knowledge, and performance. Approval from both managers is required for the transfer to proceed.

• Business Needs: The transfer should meet the operational needs of both the current and target departments.

• Skills and Knowledge: The employee must demonstrate the requisite skills and knowledge required for the new role.

• Transition Tenure - Existing Manager can ask for a maximum of 3 months extension while the employee gets transferred to the new role to arrange a replacement. 

2.9 Referral Policy

The referral policy outlines the process by which employees can refer candidates for job openings within their organization. Here’s a general outline of what such a policy might include:

Referral Criteria 

• Candidates must meet minimum qualifications for the position.

• Referrals should not have any conflicts of interest or prior disciplinary issues with the company.

Rewards and Recognition

• Referral bonus based on the position

In order to be eligible for the referral bonus 

• You need to be an existing active employee of the company.

• Referred candidates should be eligible for an open position. 

• A referral bonus would be payable after the completion of probation (3 months) of the referred candidate. 

Referral Bonus based on the Position

• L3 - Associate Position: (3,000)

• L3 - Executive/ Sr. Executive: (5,000)

• L4 - Consultant / Sr. Consultant: (10,000)

• L5 - Associate Manager: (25,000)

• L6 - Manager: (25,000)

• L7 - Sr. Manager: (25,000)

• L8 - V.P (50,000)

• L9 - Sr. VP (50,000)