Violations are divided into four categories; A, B, C and D and the Consequence Management Guidelines is also considered part of this policy. For serious offences such as those in Category ‘D’ of this Manual, the Company reserves the right to take legal action. The list of violations includes many, but not all, possible violations as follows:

Category “A”

1. Posting, altering, tampering or removing any Company property or notice board without permission.
2. Entering designated “restricted area” without permission or authority.
3. Entering or leaving the Company properties by other than designated entrances or exits.
4. Collecting contributions, soliciting for any purpose whatsoever, or distribution of any printed or written materials of any kind during official working hours.
5. Pretending to be ill.
6. Failure to report within 24 hours, a personal accident or injury occurring while on duty.
7. Over speeding while operating the Company vehicles.
8. Unauthorized or excessive absence, tardiness or late comings at the assigned work place.
9. Visiting a customer / member’s house for unofficial purposes
10. Failure to perform assigned job responsibilities.
11. Excessive usage of the telephone, internet or other official assets for personal purpose.
12. Sleeping during work hours.
13. Attending personal work during official/ field visit hours without prior written approval from reporting supervisor.
14. Repeated late coming or absence from work.
15. Failure to report an absence of a valuable (vehicle, equipment, instrument, computer, telephone, Laptop, mobile, file, data) item to immediate supervisor in the first hour of the day or within an hour of noticing.
16. Failure to adhere to designated working hours.
17. Circulation of junk/group/obscene emails without any relevance to the work.
18. Wearing inappropriate clothes
19. Non-adherence to Code of Conduct

Category “B”

1. Causing injury to another person due to carelessness, negligence or horseplay.
2. Usage or indulging in abusive, obscene, immoral, or indecent language or behaviour.
3. Using the Company time, materials or equipment to do unauthorized work.
4. Damaging the reputation of other employees or client personnel.
5. Conduct on the job, which is contrary to morality and decency.
6. Leaving the work place during working hours without permission or without notifying the superior.
7. Holding of, participating in, or attending any unauthorized meeting during working hours.
8. Failure of the driver to report a vehicular accident involving the Company vehicles within 24 hours.
9. Repeated failure to adhere to designated working hours despite given notice / warning.

Category “C”

1. Fighting on Company
   property. Threatening, intimidating, or coercing another employee, or other
   persons, by word or act. Attempting to inflict bodily harm, fighting with other
   employees, or otherwise assaulting an employee, or anyone else on the Company property.
2. Insubordination or gross disrespect of superior.
3. Refusal to conduct assigned work in a timely manner where adequate resources are provided.
4. Smoking in areas that are designated as no smoking zones.
5. Refusal to follow instructions or directions of superiors.
6. Deliberate failure to collect repayment amounts on time.
7. Conducting monetary transactions with customers other than company products.
8. Miscalculation of funds during collection and disbursement
9. Misguiding the members / clients/employees/ vendors regarding AKASA COWORKING PVT LTD program.
10. Establishing relationship with any other institution for personal gain by compromising organizational ethics.
11. Possession, use of, or being under the influence of alcohol/ narcotics during working hours.
12. Not wearing a seatbelt wherever provided while driving/travelling in a Company/hired vehicle in case of employee with no prior safety violation.
13. Sabotage, tampering, destruction, vandalism, careless neglect or unauthorized use of the Company property, materials or equipment

Category “D”

All violations as defined in Criminal & Civil Law of the country.

1. Attempting to inflict bodily harm, fighting with other employees, or otherwise assaulting an employee, or anyone else on the Company property.
2. Maliciously committing an act resulting in a serious loss to the Company.
3. Repeatedly disobeying the instructions of the superior.
4. Absence from duty without notification for 10 non-consecutive days or 7 consecutive days during a year without any justified reason.
5. Being convicted of a crime affecting honour, honesty, or morality.
6. Act of negligence/refusal to follow the Organisation’s procedures, circulars, rules and code of conduct.
7. Wilfully neglecting responsibilities in a manner detrimental to the Organisation’s interest in any way or which may lead to regulatory, franchise and monetary or other losses to the Organisation. Insubordination, or the refusal to comply with the specific instructions of a Supervisor/reporting Officer in the context of an assigned job duty.
   
8. Providing false or misleading information, resorting to forgery or concealment of information in their application for employment.
9. Selection of customers due to personal interest.
10. Providing incorrect and wrong information about the Customer.
11. Use of collection amount for personal purpose.
12. Wrong disbursement of loan amounts
13. Misrepresenting repayments from customers.
14. Disclosing organisation policy and procedure to competitive institutions.
15. Misbehave or sexually harass any employees or customers.
16. Wilful damage to the Organization’s property of any kind and indulging in any work against the organization.
17. Conviction for any criminal offense by a competent authority or court.
18. Theft, misappropriation, embezzlement, unauthorized possession or removal of organization property or the property of employees or customers
19. Unauthorized or illegal possession of explosives, firearms, or other dangerous weapons on work premises, including parking area.
20. Act of fraud, including misrepresentation of credentials, qualifications, and previous employment for the purpose of obtaining work with the Company.
21. Falsification of the Company records. Providing false or misleading information to the Company.
22. Divulging trade secrets, proprietary information, or confidential information belonging to the Company.
23. Soliciting, offering, or accepting bribes or anything of value in exchange for services.
24. Accepting kickbacks or financial favours from Suppliers or Clients.
25. Stealing the Company property or property/money of another employee.
26. Misuse of the Company property, including computers, telephone equipment and telephone connections, or personal property of other employees.
27. Possession of a weapon on the Company property.
28. Reporting to work under the influence of alcohol/or other similar narcotic substances.
29. Not wearing a seat-belt wherever provided while driving/traveling in the Company/hired vehicle.
30. Refusal to accept an assigned site location.

 The types of penalties that may be imposed depending on the seriousness of the offense are

1. Written warning
2. Suspension from service without salary for three or five days
3. Termination from service.

 Record of all disciplinary actions shall be placed in the employee’s personal file.

In addition to the violations listed in the categories A, B, C, and D, there may be violations of work rules established in specific areas. The concerned Managers shall explain these rules to the concerned employee. Violations in more than one category at different times can lead to progressive discipline

If a disciplinary action leads to termination, the Functional Head shall recommend to Head HR/Senior Manager HR, will after verifying the issue shall take approval from the MD and issue termination letter.

10 .Policy for Prevention of Sexual Harassment

The aim of this policy is to ensure that sexual harassment does not occur and, where it does occur, to ensure that adequate procedures are readily available to deal with the problem and prevent its recurrence.

 1. Complaint Box has been installed at the Reception Premises of Head Office and at each Branch offices of the company for any written complaints. All the ‘formal complaints’ must be in ‘writing’ in a paper or via Email 1 only. The complaints must be addressed to the Presiding officer of the ‘Internal Complaints Committee’ constituted by the Management.

2.  Confidentiality

All parties involved in any Sexual Harassment matter must keep all aspects of them attar confidential. For some offenses if the Complainant desires, the ICC will be under an obligation to report matters to the police/or file a FIR.

3. Time period-The Internal Complaint Committee shall complete the inquiry within a period of Ninety (90) days from the date on which the Complaint is lodged.

It is important to understand that an act of Sexual Harassment may also be a criminal offence. Any person aggrieved from the recommendations made by the committee or non-implementation of such recommendations may prefer an appeal to the appellate authority as per the provisions of the Act.

4.Records- A copy of the final report, notes of meetings and interviews, evidence and documentation relating to any action taken as are result of an investigation will be retained by the Internal Complaint Committee. These records should not be placed on personnel files unless the Complaint results in disciplinary action against one or more of the parties involved in the Complaint, in which case any appropriate records may be placed on the disciplined Employee’s file.

5. Malicious or false complaints-If an Employee is found to have raised a malicious or false Complaint against another person in order to prejudice that person, the Complainant may also be subject to appropriate disciplinary action, which may include termination of employment, engagement or relationship with AKASA COWORKING PVT LTD.

6. Preventive Steps-AKASA COWORKING PVT LTD shall undertake the following preventive measures to ensure that Sexual Harassment does not occur: Provide a safe working environment at the workplace which shall include safety from the persons coming into contact at the workplace;

Placing a copy of this Policy on the internal website of AKASA COWORKING PVT LTD or such prominent places as a continual reminder to the Employees of the AKASA COWORKING PVT LTD’s Policy on Sexual Harassment; Providing a copy of the Policy to all the Employees and to communicate the process of reporting

Sexual Harassment to all the Employees; and Sensitizing the Employees and provide training related to Sexual Harassment issues to its Employees. Display at any conspicuous place (like notice boards) in the workplace, posters against Sexual Harassment with the contact details of the Internal Complaint Committee members and the penal consequences of Sexual Harassment.

Allowing women employees to raise their concerns and issues on sexual harassment in the workplace at appropriate forum for affirmative discussion from time to time

7. Miscellaneous– AKASA COWORKING PVT LTD shall in consultation with the ICC periodically review the provisions of this Policy and its implementation (considering practical problems, if any, faced by the ICC and/or AKASA COWORKING PVT LTD in the implementation of this Policy). AKASA COWORKING PVT LTD reserves the right to amend the provisions of this Policy, from time to time, as it deems fit, subject to applicable law.

This Policy will not prejudice any rights available under the Protection of Human Rights Act, 1993, The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 or any other legislation.