HUMAN RESOURCE POLICY

POLICY STATEMENT

This Human Resource Policy outlines the principles & guidelines that govern the employment practices, benefits & workplace conduct within DGEM including all its subsidiaries, franchisees & affiliates. It is designed to ensure fair treatment, promote a positive work environment, and support the professional growth & well-being of our employees.

EQUAL EMPLOYMENT OPPORTUNITY

Purpose

The purpose of this policy is to ensure that DGEM provides equal employment opportunities to all employees and applicants for employment, without regard to their race, color, religion, sex, national origin, age, disability, or any other protected characteristic.

Scope

This policy applies to all employees, applicants, and contractors of DGEM ACADEMY including all its subsidiaries, franchisees & affiliates.

Policy Statement

DGEM ACADEMY will ensure that the employment relationship is based on the principle of equal opportunity and fair treatment, and will not discriminate with respect to any aspects of the employment relationship, including recruitment and hiring, compensation (including wages and benefits), working conditions and terms of employment, access to training, job assignment, promotion, termination of employment or retirement, and disciplinary practices.

DGEM ACADEMY will ensure that discrimination does not take place on the basis of personal characteristics unrelated to inherent job requirements, including gender, race, nationality, ethnicity, social and indigenous origin, religion or belief, disability, age or sexual orientation, and on any other basis defined under national law. This includes a specific commitment to ensuring:

• Equal pay for men and women for work of equal value.
• Principles of non-discrimination apply to vulnerable groups; for instance, migrant workers, refugees and indigenous persons.

Measures are in place to prevent and address any form of violence, harassment, bullying, intimidation and/or exploitation.

Principles

1. Equal Opportunity: DGEM ACADEMY including all its subsidiaries, franchisees & affiliates will provide equal employment opportunities to all employees and applicants, without regard to their protected characteristics.
2. Non-Discrimination: DGEM ACADEMY including all its subsidiaries, franchisees & affiliates will not discriminate against employees or applicants based on their protected characteristics.
3. Inclusion: DGEM ACADEMY including all its subsidiaries, franchisees & affiliates will foster an inclusive workplace culture that values diversity and promotes respect for all employees.

Responsibilities

1. Management: Management is responsible for ensuring that this policy is implemented and enforced.
2. Employees: Employees are responsible for adhering to this policy and reporting any incidents of discrimination or harassment.
3. HR: HR is responsible for developing and implementing this policy, and providing guidance and support to employees and management.

Procedures

1. Complaint Procedure: DGEM will establish a complaint procedure for employees to report incidents of discrimination or harassment.
2. Investigation: DGEM will investigate all complaints of discrimination or harassment promptly and thoroughly.
3. Corrective Action: DGEM will take corrective action to address any discrimination or harassment that is found to have occurred.

Training and Education

DGEM ACADEMY including all its subsidiaries, franchisees & affiliates will provide training and education to employees on this policy and the importance of equal employment opportunity.

Monitoring and Evaluation

DGEM ACADEMY including all its subsidiaries, franchisees & affiliates will monitor and evaluate its employment practices to ensure that they are fair and equitable, and that this policy is being implemented effectively.

By implementing this Equal Employment Opportunity Policy, DGEM ACADEMY including all its subsidiaries, franchisees & affiliates aims to create a workplace that is inclusive, respectful, and free from discrimination and harassment.

RECRUITMENT & SELECTION

Purpose

The purpose of this policy is to ensure that DGEM recruits and selects the best candidates for employment opportunities, based on merit and qualifications.

Scope

This policy applies to all recruitment and selection processes for employment opportunities at DGEM.

Policy Statement

DGEM ACADEMY including all its subsidiaries, franchisees & affiliates believes in equal opportunity and Fair practice of Candidate selection backed by transparent selection process that includes screening of candidates based on their merits & required skills for any job role within the organization wherein the candidate has to pursue fair & just Interview process before being recruited.

Once the Candidate is selected for any full time Job role or for apprenticeship / internship / management trainee then the said association shall be monitored by the individual Employment Contract detailing all the requisite details of such recruitment respective to each recruitment viz Remuneration, Job Description, Working Hours, Termination etc.

Principles

1. Merit-Based Selection: DGEM will select candidates based on their qualifications, skills, and experience.
2. Fairness and Transparency: DGEM will ensure that the recruitment and selection process is fair, transparent, and free from bias.
3. Equal Opportunity: DGEM will provide equal employment opportunities to all candidates, without regard to their protected characteristics.

Recruitment Process

1. Job Posting: Job openings will be posted on DGEM ACADEMY including all its subsidiaries, franchisees & affiliates website and other job boards, as necessary.
2. Application Process: Candidates will be required to submit their applications, including resumes and cover letters, through DGEM designated application process.
3. Screening and Shortlisting: Candidates will be screened and shortlisted based on their qualifications, skills, and experience.

Selection Process

1. Interviews: Shortlisted candidates will be invited for interviews, which may be conducted in person, by phone, or via video conferencing.
2. Assessments: Candidates may be required to complete assessments or tests to evaluate their skills and abilities.
3. Reference Checks: Reference checks will be conducted on the selected candidate(s) before making a job offer.

Job Offer

1. Job Offer Process: A job offer will be made to the selected candidate, including details of the employment terms and conditions.
2. Background Checks: DGEM ACADEMY including all its subsidiaries, franchisees & affiliates may conduct background checks on the selected candidate before employment commences.

Responsibilities

1. Hiring Managers: Hiring managers are responsible for:

• Initiating the recruitment process.
• Defining job requirements and selection criteria.
• Conducting interviews and assessments.
• Making job offers.

2. HR: HR is responsible for:

• Developing and implementing this policy.
• Providing guidance and support to hiring managers.
• Ensuring compliance with applicable laws and regulations.

Record Keeping

DGEM ACADEMY including all its subsidiaries, franchisees & affiliates will maintain records of the recruitment and selection process, including job postings, applications, interview notes, and assessment results.

By implementing this Recruitment and Selection Policy, DGEM ACADEMY including all its subsidiaries, franchisees & affiliates aims to attract and select the best candidates for employment opportunities, while ensuring a fair and transparent process.

EMPLOYMENT RELATIONSHIP

Most employees are hired & employed at their will. This allows both the employer herein DGEM ACADEMY  including all its subsidiaries, franchisees & affiliates and the employee to terminate the employment at any time during the tenure of such employment, providing a standard advance Notice period of 90 days from the date of such termination.

Your terms and conditions of employment are elaborated in this policy, as well as in your written contract of employment.

DGEM ACADEMY provides wages, conditions of work (including working hours) and benefits that meet the guidelines of the Labour Laws of India. Wage deductions will not be made except when required.

Wages and benefits are established according to the Designation of the Employee, and as mentioned in the Contract of Employment, between DGEM ACADEMY  including all its subsidiaries, franchisees & affiliates and the respective employee.

WORKING HOURS & LEAVES

Consistent with the Labour Laws of India standard working hours, rest periods, and leave allowances are as follows:

• Standard Working Hours on Weekdays shall be from : 10:00 A.M- 18:00 P.M
• Standard Weekly off shall be on Sundays of every week, if & when otherwise determined by DGEM ACADEMY including all its subsidiaries, franchisees & affiliates;
• Standard Leaves including National Holidays & Festive Season shall be taken on maximum of 16 days all through the calendar year, dates of such leaves shall be uploaded on the official website of DGEM ACADEMY
• In case of Maternity / Paternity Leave or shared Parental Leave, the total number of such Leaves whether paid or unpaid shall rest upon the Management of DGEM ACADEMY including all its subsidiaries, franchisees & affiliates and all decisions taken by the management shall be held supreme

OVERTIME & OUTSTATION WORK BEYOND STANDARD WORKING HOURS

Overtime work will be requested and performed consistent with applicable contracts, including relevant standards on pay premiums and restrictions on hours. Overtime can be accepted or declined by an employee on a voluntary basis.

In an event where the employee requires to travel to any other location in the normal course of business in lieu to discharge his/her duties during the tenure of their employment away from their base location where they are recruited, then such travel shall be deemed as Outstation works and shall not attract any special wages if otherwise states in the Work Contract of any specific employee.

Review and Revision

This policy will be reviewed and revised regularly to ensure that it remains effective and competitive.

By implementing this Employee Relationship Policy, DGEM ACADEMY including all its subsidiaries, franchisees & affiliates aims to attract, retain, and motivate employees, while ensuring that compensation and benefits are fair and competitive.

COMPENSATION BENEFITS

Purpose

The purpose of this policy is to outline DGEM ACADEMY‘s approach to compensating and rewarding employees for their work.

Scope

This policy applies to all employees of DGEM ACADEMY including all its subsidiaries, franchisees & affiliates.

Policy Statement

DGEM ACADEMY including all its subsidiaries, franchisees & affiliates are diligent & equitable employers wherein they believe in fair compensation benefits towards each of their employees. All details relevant to Compensation Benefits are mentioned individually in the Employment Contract or Terms of Association with any prospective candidate thereby following the standard industry practices.

All compensation like wages, salaries, perquisites, shall be subject to alteration and any change in the Compensation benefits apart from that accepted & signed Employment Contract at the time of Employment between the employee & the employer herein DGEM ACADEMY including all its subsidiaries, franchisees & affiliates can only be made after submitting a written communication by the employer.

Principles

1. Fair Compensation: DGEM ACADEMY including all its subsidiaries, franchisees & affiliates aims to provide fair and competitive compensation to employees based on their role, experience, and performance.
2. Market-Based: Compensation will be determined based on market rates, industry standards, and internal equity.
3. Performance-Based: Compensation may be tied to individual and team performance, as well as company performance.

Compensation Components

1. Base Salary: Employees will receive a base salary commensurate with their role and experience.
2. Variable Pay: Employees may be eligible for variable pay, such as bonuses or commissions, based on individual and team performance.
3. Benefits: Employees will be eligible for benefits, including health insurance, retirement plans, and paid time off.

Administration

1. Compensation Review: DGEM ACADEMY including all its subsidiaries, franchisees & affiliates will conduct regular compensation reviews to ensure that compensation is fair and competitive.
2. Benefits Administration: DGEM ACADEMY including all its subsidiaries, franchisees & affiliates will administer benefits in accordance with applicable laws and regulations.
3. Communication: DGEM ACADEMY including all its subsidiaries, franchisees & affiliates will communicate compensation and benefits information to employees clearly and transparently.

Responsibilities

1. Management: Management is responsible for:

• Determining compensation and benefits.
• Ensuring compliance with applicable laws and regulations.

2. HR: HR is responsible for:

• Developing and implementing this policy.
• Providing guidance and support to management.
• Administering compensation and benefits programs.

Review and Revision

This policy will be reviewed and revised regularly to ensure that it remains effective and competitive.

By implementing this Compensation and Benefits Policy, DGEM ACADEMY including all its subsidiaries, franchisees & affiliates aims to attract, retain, and motivate employees, while ensuring that compensation and benefits are fair and competitive.

NOTICE PERIOD & TERMINATION

Termination of the employment relationship may occur due to:

• Resignation: Voluntary employment termination initiated by the employee.
• Dismissal: Involuntary employment termination initiated by the the employer herein DGEM ACADEMY including all its subsidiaries, franchisees & affiliates consistent with this policy
• Retrenchment: See section below.
•  

In all cases, applicable benefits and payments due at termination will be paid according to the Employment Contract accepted & signed by & between the employee & the employer herein DGEM ACADEMY including all its subsidiaries, franchisees & affiliates.

Resignation

In case of resignation:

• Standard Notice Period is of 90 days if otherwise stated in written communication made by the Employer any time during the tenure of the Employment.
• All the employees are hereby required to handover all the Belongings of the Company Assets & property given by DGEM ACADEMY including all its subsidiaries, franchisees & affiliates to the employee in order to conduct their employment duties anytime during the tenure of the Employment.
• All the employees have to coordinate with the management of the employer herein DGEM ACADEMY including all its subsidiaries, franchisees & affiliates in order to cater upon the administrative requirements for terminating insurance, pension and other benefits.
• All the relevant payments, including accrued leaves shall be made by the employer in lieu of the work done & as mentioned in the Work contract of any employee.

Dismissal

In case of dismissal of any employee made by the employer herein DGEM ACADEMY including all its subsidiaries, franchisees & affiliates for any reason including but not restricted to Code of Conduct, Disciplinary Actions, Theft, Misappropriation of Company Assets, disclosure of sensitive company information, disclosures of company secrets beyond the standard organizational communication lines  or whatsoever reason that may be deemed unfit for the employer then in such scenario the employer may dismiss the employee & relieve the employee from their employment duties with immediate effect without serving the standard notice period and shall demand compensation for the losses occurred to the company or shall be accrued in near future due to such act of the employee as deemed fit by the management of the company

In all cases, DGEM ACADEMY including all its subsidiaries, franchisees & affiliates approach to discipline is consistent with other policy commitments, including non-discrimination, equal opportunity and freedom of association. Discipline will not take place on the basis of discriminatory grounds or due to an employee’s involvement in legitimate trade union activities. 

Retrenchment

DGEM ACADEMY including all its subsidiaries, franchisees & affiliates commits to carrying out analysis of alternatives to retrenchment prior to the implementation of any retrenchment or collective dismissal.

If retrenchment is unavoidable, we commit to developing and implementing a retrenchment plan based on the principle of non-discrimination that reflects consultation with workers, their Organizations, and any other actors as required. Notice of dismissal, severance payments, back pay, and other payments / benefits will be provided in a manner consistent with laws, regulations or contractual requirements.

Termination Payment

1. Final Pay: Employees will receive their final pay, including accrued but unpaid wages, within 60 days from the date of Termination after clearance of all dues accrued by the employee.
2. Benefits: Employees may be eligible for benefits, such as retirement plan distributions, etc. according to applicable laws and company policies.

Termination Documentation

1. Termination Letter: A termination letter will be provided to the employee, outlining the terms of the termination.
2. Exit Form: An exit form may be completed to document the employee’s termination and return of company property.

Responsibilities

1. Management: Managers and supervisors are responsible for:

• Providing notice of termination or accepting resignations.
• Ensuring the return of company property.
• Cooperating with the transition of responsibilities.

2. HR: HR is responsible for:

• Developing and implementing termination policies and procedures.
• Providing guidance and support to managers and employees.
• Ensuring compliance with applicable laws and regulations.

Confidentiality

1. Confidentiality: Termination matters will be treated confidentially, with information shared only on a need-to-know basis.

By following this notice period and termination policy, DGEM ACADEMY including all its subsidiaries, franchisees & affiliates aims to ensure a fair and respectful process for all employees.

NON-DISCRIMATION & ANTI-HARASSMENT

DGEM ACADEMY including all its subsidiaries, franchisees & affiliates is committed to creating and maintaining a workplace that is free from discrimination and harassment. We believe in treating all employees, applicants, customers, and vendors with dignity and respect, regardless of their background, characteristics, or identity.

Purpose

The purpose of this policy is to ensure that all individuals are treated equally and without prejudice in all aspects of employment, including recruitment, hiring, training, promotion, termination, and other terms and conditions of employment.

Scope

This policy applies to all employees, applicants, customers, vendors, and anyone else who interacts with DGEM ACADEMY including all its subsidiaries, franchisees & affiliates

Prohibited Discrimination

DGEM ACADEMY including all its subsidiaries, franchisees & affiliates prohibits discrimination based on:

• Age
• Disability
• Gender (including pregnancy, childbirth, and related medical conditions)
• Genetic information
• Marital status
• National origin
• Race
• Religion
• Sexual orientation
• Veteran status
• Any other protected characteristic under applicable laws

Types of Discrimination

• Direct discrimination: treating someone less favorably because of a protected characteristic
• Indirect discrimination: policies or practices that have a disproportionate impact on a particular group
• Harassment: unwelcome behavior that creates a hostile work environment
• Retaliation: taking adverse action against someone who reports or participates in an investigation of discrimination

Responsibilities

• All employees are responsible for:
• Treating others with dignity and respect
• Reporting incidents of discrimination or harassment
• Cooperating with investigations
• Managers and supervisors are responsible for:
• Ensuring a workplace free from discrimination and harassment
• Addressing incidents promptly and effectively
• Providing training and guidance to employees
• HR is responsible for:
• Developing and implementing this policy
• Investigating incidents of discrimination and harassment
• Providing guidance and support to employees and managers

Reporting Incidents

If you experience or witness discrimination or harassment, please report it to:

• Your supervisor or manager
• HR representative
• Designated contact person from the Admin Team

Investigation and Response

DGEM ACADEMY including all its subsidiaries, franchisees & affiliates will promptly and thoroughly investigate all reports of discrimination and harassment. We will take appropriate action to address any violations of this policy, up to and including termination of employment.

Confidentiality

DGEM ACADEMY including all its subsidiaries, franchisees & affiliates will maintain confidentiality to the extent possible during the investigation and resolution of incidents.

Non-Retaliation

DGEM ACADEMY including all its subsidiaries, franchisees & affiliates prohibits retaliation against individuals who report or participate in an investigation of discrimination or harassment.

Training and Awareness

DGEM ACADEMY including all its subsidiaries, franchisees & affiliates will provide regular training and awareness programs to educate employees on this policy and the importance of maintaining a workplace free from discrimination and harassment.

Review and Update

This policy will be reviewed and updated regularly to ensure compliance with applicable laws and regulations.

By implementing and enforcing this Non-Discrimination Policy, DGEM ACADEMY including all its subsidiaries, franchisees & affiliates aims to create a workplace that is inclusive, respectful, and free from discrimination and harassment.

DISCIPLINARY GUIDELINES

Purpose

The purpose of these disciplinary guidelines is to establish a fair and consistent process for addressing employee misconduct or performance issues. The goal is to correct behavior, improve performance, and maintain a positive and productive work environment.

Scope

These guidelines apply to all employees, regardless of position or seniority.

Principles

1. Fairness: Disciplinary actions will be fair, consistent, and unbiased.
2. Progressive Discipline: Disciplinary actions will be progressive, with more severe actions taken for repeated or serious offenses.
3. Due Process: Employees will be provided with due process, including notice of allegations, opportunity to respond, and a fair investigation.

Types of Disciplinary Actions

1. Verbal Warning: A verbal warning will be given to address minor infractions or performance issues.
2. Written Warning: A written warning will be given for repeated or more serious offenses.
3. Suspension: An employee may be suspended without pay for serious misconduct or repeated offenses.
4. Termination: Termination of employment may result from severe misconduct, repeated offenses, or failure to improve performance.

Examples of Misconduct

1. Gross Misconduct: Includes, but is not limited to:

• Theft or dishonesty
• Violence or threats of violence
• Harassment or bullying
• Substance abuse on company premises

2. Minor Infractions: Includes, but is not limited to:

• Tardiness or absenteeism
• Failure to follow policies or procedures
• Poor performance or lack of productivity

Investigation Process

1. Prompt Investigation: Allegations of misconduct will be investigated promptly and thoroughly.
2. Fair and Impartial: Investigations will be fair and impartial, with no preconceived notions or biases.
3. Employee Cooperation: Employees are expected to cooperate fully with investigations.

Employee Rights

1. Right to Respond: Employees have the right to respond to allegations and provide their perspective.
2. Right to Representation: Employees may have a representative present during disciplinary meetings or investigations.
3. Right to Appeal: Employees may appeal disciplinary decisions through the company’s appeal process.

Responsibilities

1. Management: Managers and supervisors are responsible for:

• Addressing performance issues and misconduct promptly and fairly
• Documenting incidents and disciplinary actions
• Providing support and resources for employees

2. HR: HR is responsible for:

• Developing and implementing disciplinary policies and procedures
• Providing guidance and support to managers and employees
• Ensuring fairness and consistency in disciplinary actions

Documentation

1. Accurate Records: Accurate records of disciplinary actions will be maintained in employee files.
2. Confidentiality: Disciplinary matters will be treated confidentially, with information shared only on a need-to-know basis.

By following these disciplinary guidelines, [Company Name] aims to maintain a fair, consistent, and productive work environment.

SOCIAL MEDIA & DIGITAL MEDIA

Purpose

The purpose of this policy is to outline the guidelines for the use of social media and digital media in the workplace and in connection with DGEM ACADEMY including all its subsidiaries, franchisees & affiliates and their business.

Scope

This policy applies to all employees, contractors, and representatives of DGEM ACADEMY including all its subsidiaries, franchisees & affiliates.

Principles

1. Professionalism: Employees are expected to maintain a professional tone and demeanor when using social media and digital media.
2. Confidentiality: Employees must protect confidential and proprietary information of DGEM ACADEMY including all its subsidiaries, franchisees & affiliates and its clients.
3. Respect: Employees must respect the rights and dignity of others, including colleagues, clients, and competitors.

Guidelines for Personal Use

1. Personal Use: Employees are permitted to use social media and digital media for personal purposes during non-work hours, subject to company policies and guidelines.
2. Prohibited Content: Employees must not post or share content that:

• Is defamatory, harassing, or discriminatory.
• Reveals confidential or proprietary information.
• Damages the reputation of [Company Name] or its clients.

Guidelines for Business Use

1. Authorized Use: Employees are authorized to use social media and digital media for business purposes, subject to company policies and guidelines.
2. Content Guidelines: Employees must ensure that business-related content:

• Is accurate and truthful.
• Complies with company branding and messaging guidelines.
• Respects the rights and dignity of others.

Social Media and Digital Media Best Practices

1. Be Authentic: Employees should be honest and transparent in their online interactions.
2. Be Respectful: Employees should respect the opinions and perspectives of others.
3. Be Professional: Employees should maintain a professional tone and demeanor online.

Monitoring and Enforcement

1. Monitoring: [Company Name] may monitor social media and digital media activity to ensure compliance with this policy.
2. Enforcement: Failure to comply with this policy may result in disciplinary action, up to and including termination of employment.

Responsibilities

1. Employees: Employees are responsible for:

• Complying with this policy and guidelines.
• Maintaining a professional online presence.
• Reporting any concerns or incidents to management or HR.

2. Management: Managers and supervisors are responsible for:

• Ensuring employees understand and comply with this policy.
• Monitoring and addressing any online activity that may impact [Company Name]’s reputation or business.

3. HR: HR is responsible for:

• Developing and implementing this policy.
• Providing guidance and support to employees and management.
• Ensuring compliance with applicable laws and regulations.

By following this social media and digital media policy, DGEM ACADEMY including all its subsidiaries, franchisees & affiliates aims to ensure that online interactions are professional, respectful, and compliant with company policies and guidelines.

 WORK FROM HOME (WFH)

Purpose

The purpose of this policy is to outline the guidelines and expectations for employees working from home.

Scope

This policy applies to all employees who are eligible to work from home.

Eligibility

1. Job Requirements: Employees whose job responsibilities can be performed remotely may be eligible to work from home.
2. Managerial Approval: Employees must obtain approval from their manager to work from home.

Guidelines

1. Work Schedule: Employees working from home must adhere to their regular work schedule and working hours.
2. Communication: Employees must be available and responsive to colleagues and management via phone, email, or other designated communication channels.
3. Productivity: Employees are expected to maintain their productivity and performance while working from home.
4. Confidentiality: Employees must ensure the confidentiality and security of company data and materials while working from home.

Expectations

1. Dedicated Workspace: Employees should have a dedicated workspace that is free from distractions and interruptions.
2. Equipment and Software: Employees are responsible for ensuring they have the necessary equipment and software to perform their job duties.
3. Data Security: Employees must follow company data security policies and procedures while working from home.

Performance Monitoring

1. Regular Check-ins: Managers will conduct regular check-ins with employees working from home to discuss progress, challenges, and feedback.
2. Performance Metrics: Employee performance will be evaluated based on established metrics and goals.

Responsibilities

1. Employees: Employees are responsible for:

• Adhering to company policies and guidelines while working from home.
• Maintaining productivity and performance.
• Ensuring data security and confidentiality.

2. Managers: Managers are responsible for:

• Approving WFH requests and monitoring employee performance.
• Providing feedback and coaching to employees.
• Ensuring that WFH arrangements do not negatively impact business operations.

3. HR: HR is responsible for:

• Developing and implementing WFH policies and procedures.
• Providing guidance and support to employees and managers.

Technical Requirements

1. Internet Connectivity: Employees must have reliable internet connectivity to perform their job duties.
2. Company-Approved Devices: Employees may be required to use company-approved devices or software to access company systems and data.

By following this Work From Home policy, DGEM ACADEMY including all its subsidiaries, franchisees & affiliates aims to ensure that employees can work effectively and efficiently from home while maintaining the company’s productivity and security standards.

 WORKPLACE VIOLENCE

Purpose

The purpose of this policy is to ensure a safe and respectful work environment for all employees, free from violence, threats, and intimidation.

Scope

This policy applies to all employees, contractors, and visitors.

Zero Tolerance

DGEM ACADEMY including all its subsidiaries, franchisees & affiliates has a zero-tolerance policy for workplace violence, including but not limited to:

1. Physical Violence: Physical harm or threat of physical harm to another person.
2. Verbal Threats: Verbal or written threats, including emails, texts, or social media posts.
3. Intimidation: Behavior that creates a fear of harm or intimidation.

Prohibited Behavior

The following behavior is strictly prohibited:

1. Threatening Language: Using language that is threatening, harassing, or intimidating.
2. Physical Aggression: Engaging in physical aggression or violence.
3. Possession of Weapons: Possessing weapons or objects that could be used as weapons in the workplace.

Reporting Incidents

Employees who witness or experience workplace violence should report the incident to:

1. Manager or Supervisor: Immediately notify their manager or supervisor.
2. HR Representative: Contact HR representative or designated contact person.

Investigation and Response

DGEM ACADEMY including all its subsidiaries, franchisees & affiliates shall promptly investigate all reports of workplace violence and take appropriate action, which may include:

1. Disciplinary Action: Disciplinary action, up to and including termination.
2. Support Services: Providing support services, such as counseling or security measures.

Employee Responsibilities

Employees are responsible for:

1. Reporting Incidents: Reporting incidents of workplace violence.
2. Cooperating with Investigations: Cooperating with investigations.
3. Maintaining a Safe Work Environment: Maintaining a safe and respectful work environment.

Management Responsibilities

Managers and supervisors are responsible for:

1. Preventing Workplace Violence: Identifying and addressing potential risks of workplace violence.
2. Responding to Incidents: Responding promptly to incidents of workplace violence.
3. Providing Support: Providing support to employees who have experienced workplace violence.

Confidentiality

DGEM ACADEMY including all its subsidiaries, franchisees & affiliates shall maintain confidentiality to the extent possible when investigating and responding to incidents of workplace violence.

By implementing this Workplace Violence Policy, DGEM ACADEMY including all its subsidiaries, franchisees & affiliates aims to create a safe and respectful work environment for all employees

DRUG & ALCOHOL

Purpose

The purpose of this policy is to maintain a safe and healthy work environment for all employees, free from the effects of drugs and alcohol.

Scope

This policy applies to all employees, contractors, and visitors.

Prohibited Behavior

The following behavior is strictly prohibited:

1. Possession or Use of Drugs or Alcohol: Possessing, using, or being under the influence of drugs or alcohol in the workplace.
2. Distribution or Sale: Distributing or selling drugs or alcohol in the workplace.
3. Impairment: Being impaired by drugs or alcohol while on duty or on company premises.

Drug and Alcohol Testing

DGEM ACADEMY including all its subsidiaries, franchisees & affiliates may conduct drug and alcohol testing in accordance with applicable laws and regulations, including:

1. Pre-Employment Testing: Testing job applicants for drugs and alcohol.
2. Random Testing: Conducting random drug and alcohol testing of employees.
3. Post-Incident Testing: Testing employees after an incident or accident.

Employee Responsibilities

Employees are responsible for:

1. Compliance: Complying with this policy and reporting any substance abuse issues.
2. Safe Work Environment: Maintaining a safe work environment.
3. Reporting Incidents: Reporting incidents or concerns related to substance abuse.

Management Responsibilities

Managers and supervisors are responsible for:

1. Enforcement: Enforcing this policy and reporting incidents.
2. Support: Providing support to employees who seek help for substance abuse issues.
3. Training: Providing training on substance abuse prevention and intervention.

Support and Resources

DGEM ACADEMY including all its subsidiaries, franchisees & affiliates is committed to supporting employees who struggle with substance abuse issues, including:

1. Employee Assistance Program (EAP): Providing access to EAP services.
2. Counseling: Offering counseling and support services.
3. Leave and Accommodation: Providing leave and accommodation options in accordance with applicable laws and regulations.

Disciplinary Action

DGEM ACADEMY including all its subsidiaries, franchisees & affiliates may take disciplinary action, up to and including termination, for violations of this policy.

By implementing this Drug and Alcohol Policy, DGEM ACADEMY including all its subsidiaries, franchisees & affiliates aims to maintain a safe and healthy work environment for all employees.

OCCUPATIONAL HEALTH & SAFETY

Purpose

The purpose of this policy is to ensure a safe and healthy work environment for all employees, contractors, and visitors.

Scope

This policy applies to all employees, contractors, and visitors.

Commitment

DGEM ACADEMY including all its subsidiaries, franchisees & affiliates is committed to:

1. Providing a Safe Work Environment: Providing a safe and healthy work environment that meets or exceeds applicable laws and regulations.
2. Preventing Injuries and Illnesses: Preventing work-related injuries and illnesses through proactive measures.
3. Continuous Improvement: Continuously improving our occupational health and safety management system.

Responsibilities

1. Management: Management is responsible for:

• Ensuring a safe work environment.
• Providing training and resources.
• Investigating incidents and taking corrective action.

2. Employees: Employees are responsible for:

• Following safety procedures and guidelines.
• Reporting hazards and incidents.
• Participating in safety training and initiatives.

3. Health and Safety Team: The health and safety team is responsible for:

• Developing and implementing safety policies and procedures.
• Conducting risk assessments and providing recommendations.
• Monitoring and reporting on safety performance.

Procedures

1. Risk Assessment: Conducting regular risk assessments to identify hazards.
2. Safety Training: Providing safety training to employees.
3. Incident Reporting: Reporting and investigating incidents.
4. Emergency Procedures: Developing and implementing emergency procedures.

Employee Involvement

DGEM ACADEMY including all its subsidiaries, franchisees & affiliates encourages employee involvement in occupational health and safety through:

1. Safety Committees: Establishing safety committees.
2. Regular Meetings: Holding regular safety meetings.
3. Reporting Hazards: Encouraging employees to report hazards and incidents.

Compliance

DGEM ACADEMY including all its subsidiaries, franchisees & affiliates will comply with all applicable occupational health and safety laws and regulations.

Review and Revision

This policy will be reviewed and revised regularly to ensure it remains effective and compliant with changing laws and regulations.

By implementing this Occupational Health and Safety Policy, DGEM ACADEMY including all its subsidiaries, franchisees & affiliates aims to protect the health and safety of all employees, contractors, and visitors.

DRESS CODE

Purpose

The purpose of this policy is to establish guidelines for dress and personal appearance in the workplace.

Scope

This policy applies to all employees.

Guidelines

1. Professional Attire: Employees are expected to wear professional attire that is clean, ironed, and in good condition.
2. Business Casual: The dress code is business casual, unless otherwise specified by management.
3. Personal Hygiene: Employees are expected to maintain good personal hygiene and grooming.

Examples of Acceptable Attire

Men

1. Tops : Shirts, sweaters, jackets, Coat / Blazers, Suit
2. Bottoms : Formal Trousers, Pants, Jeans 3. Footwear : Leather shoes, loafers, and dress boots.

Women

1. Tops : Blouses, Saaree, Shirts, Sweaters, Jackets, Coat / Blazers, Suit
2. Bottoms : Formal Trousers, Pants, Jeans, Dresses
3. Footwear : Shoes, loafers, and dress boots.

Examples of Unacceptable Attire

1. Casual or Revealing Clothing: Clothing that is too casual, revealing, or provocative.
2. Torn or Faded Clothing: Clothing that is torn, faded, or in disrepair.
3. Beachwear or Athletic Wear: Beachwear, athletic wear, or other clothing that is not suitable for a professional work environment.

Special Considerations

1. Uniforms: Employees who are required to wear uniforms will be provided with specific guidelines.
2. Accommodations: Accommodations will be made for employees with disabilities or cultural requirements.

Enforcement

1. Managerial Discretion: Managers have the discretion to determine whether an employee’s attire is acceptable.
2. Corrective Action: Employees who fail to comply with the dress code policy may be subject to corrective action.

Review and Revision

This policy will be reviewed and revised regularly to ensure it remains effective and relevant.

By implementing this Dress Code Policy, DGEM ACADEMY including all its subsidiaries, franchisees & affiliates  aims to maintain a professional and respectful work environment.

ATTENDANCE & TARDINESS

Purpose

The purpose of this policy is to establish guidelines for attendance and punctuality in the workplace.

Scope

This policy applies to all employees.

Expectations

1. Regular Attendance: Employees are expected to be present and on time for their scheduled shifts.
2. Notification: Employees are expected to notify their manager or supervisor in advance of any absences or tardiness.

Attendance Tracking

1. Accurate Records: Accurate records of attendance will be maintained.
2. Tracking Methods: Attendance will be tracked through punch machine time clocks, attendance sheets, mobile applications etc and any other method as installed by the employer .

Tardiness

1. Definition: Tardiness is defined as arriving late to a scheduled shift.
2. Notification: Employees who are going to be late should notify their manager or supervisor as soon as possible.
3. In case if any employee fails to inform about such delayed reporting to their manager or supervisor for a continuous 3 instance within a month in such case 1 full day pay shall be deducted from the employee remuneration for the month.

Absence

1. Definition: Absence is defined as not being present for a scheduled shift.
2. Types of Absence: Absences may be classified as:

• Excused (e.g., illness, family emergency)
• Unexcused (e.g., personal reasons, no notice)

Procedures

1. Notification Procedure: Employees should notify their manager or supervisor of absences or tardiness according to the following procedure: BY PROPER MAIL.
2. Documentation: Employees may be required to provide documentation for absences.

Consequences

1. Disciplinary Action: Excessive absences or tardiness may result in disciplinary action, up to and including termination.
2. Performance Improvement: Employees may be required to develop a plan to improve their attendance.

Support

1. Employee Assistance: [Company Name] may offer support to employees who are experiencing attendance issues due to underlying medical or personal issues.
2. Resources: Employees may be provided with resources to help manage attendance issues.

Review and Revision

This policy will be reviewed and revised regularly to ensure it remains effective and relevant.

By implementing this Attendance and Tardiness Policy, DGEM ACADEMY including all its subsidiaries, franchisees & affiliates aims to ensure that employees are present and on time for their scheduled shifts, and to maintain a productive and efficient work environment.

CODE OF CONDUCT

Purpose

The purpose of this policy is to establish guidelines for employee behavior and conduct in the workplace.

Scope

This policy applies to all employees, contractors, and representatives of [Company Name].

Principles

1. Integrity: Employees will act with integrity, honesty, and transparency.
2. Respect: Employees will treat others with respect, dignity, and professionalism.
3. Compliance: Employees will comply with all applicable laws, regulations, and company policies.

Expectations

1. Professional Behavior: Employees are expected to behave in a professional and respectful manner.
2. Confidentiality: Employees are expected to maintain confidentiality of company information and data.
3. Reporting Incidents: Employees are expected to report incidents of misconduct or wrongdoing.

Code of Conduct

1. Honesty and Integrity: Employees will be honest and act with integrity in all interactions.
2. Respect for Others: Employees will treat others with respect and dignity.
3. Compliance with Laws and Regulations: Employees will comply with all applicable laws and regulations.
4. Confidentiality and Data Protection: Employees will maintain confidentiality and protect company data.

Reporting Misconduct

1. Reporting Procedure: Employees should report incidents of misconduct or wrongdoing to their manager or the supervisor by a written communication through e-mails or any other accepted means of communication.
2. Protection from Retaliation: Employees who report misconduct in good faith will be protected from retaliation.

Consequences

1. Disciplinary Action: Employees who violate this code of conduct may be subject to disciplinary action, up to and including termination.
2. Corrective Action: Employees may be required to take corrective action to address misconduct.

Support and Resources

1. Training and Guidance: Employees will be provided with training and guidance on this code of conduct.
2. Support: Employees may seek support from HR or management if they have questions or concerns.

Review and Revision

This policy will be reviewed and revised regularly to ensure it remains effective and relevant.

By implementing this Code of Conduct Policy, DGEM ACADEMY including all its subsidiaries, franchisees & affiliates aims to promote a culture of integrity, respect, and compliance, and to ensure that employees understand their responsibilities and expectations.