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COMPANY POLICY

 

I. Foundational Principles
1. Company Vision and Mission

Vision:
To be the most trusted and professional family assistance service in [State/City, India], setting the standard for employee safety and client care.

Mission:
To provide reliable, respectful, and legally compliant assistance to families while upholding the highest standards of employee safety and professional conduct.

2. Applicability

This policy applies to all full-time, part-time, and contractual employees, including management and Assistants.
This manual is effective from [Effective Date].

II. Code of Conduct and Zero-Tolerance Policy
3. Employee Professional Conduct

(In accordance with the Staff Agreement)

All employees must strictly adhere to the following professional conduct standards:

  • Respectful Interaction: Maintain politeness, calmness, and professionalism with clients and their families at all times.

  • Attendance and Punctuality: Report for duty as scheduled and limit personal mobile phone use during service hours.

  • Reporting Obligations: Promptly report any instance of client misconduct, unsafe environments, or personal discomfort to the designated Supervisor or Manager.

4. Zero-Tolerance Policy (Harassment and Misconduct)

SafeHands enforces a strict zero-tolerance policy toward the following actions by employees:

  • Physical, verbal, or sexual harassment of any client.

  • Theft, fraud, or misuse of company or client property.

  • Requesting tips, gifts, or unauthorized favours from clients.

  • Consumption of alcohol, drugs, or tobacco while on duty.

5. Client Misconduct and Employee Protection Clause

  • Right to Safety: Every employee has the right to a workplace free from violence, harassment, and exploitation.

  • Immediate Withdrawal: Employees are authorized to immediately withdraw from a client location if they experience physical assault, sexual harassment, or are asked to participate in any illegal activity. The Supervisor must be notified immediately.

  • Legal Action Against Clients: SafeHands will pursue all available civil and criminal remedies against any client violating the Client Service Agreement, including filing a First Information Report (FIR) under the Indian Penal Code (IPC) and/or complaints under the POSH Act, 2013.

III. Statutory Compliance (Labour Laws – India)

6. Compensation and Wages

  • Minimum Wages Compliance: In accordance with the Minimum Wages Act, 1948 and Code on Wages, 2019, SafeHands ensures all employees receive wages not less than the rates notified by the Appropriate Government (Central/State) for the relevant scheduled employment in [State/Region].

  • Payment Schedule: Wages shall be paid on or before the [e.g., 7th] day of the following month via [Bank Transfer/Cheque].

  • Statutory Deductions: Deductions such as Provident Fund (PF), Employee State Insurance (ESI), and Income Tax will be made as per applicable laws.

7. Working Hours and Overtime

  • Normal Working Day: Shall not exceed 8–9 hours, as prescribed under the applicable State Shops & Establishments Act or the OSH Code.

  • Weekly Rest: Employees are entitled to at least one full day of rest per week, generally Sunday.

  • Overtime Compensation: Overtime work shall be paid at twice the ordinary rate of wages, in compliance with Indian labour laws.

8. Social Security and Employee Benefits

  • Provident Fund (EPF & MP Act, 1952): Applicable where the company employs 20 or more employees.

  • Employee State Insurance (ESI Act, 1948): Applicable where the company employs 10 or more employees in notified areas.

  • Gratuity (Payment of Gratuity Act, 1972): Payable to employees completing five (5) years of continuous service.

  • Leave Policy: Leave entitlements shall be provided as per the applicable State Shops & Establishments Act, including Earned Leave, Sick Leave, and National/Festival Holidays.

IV. Prevention of Sexual Harassment (POSH Act, 2013)

9. Internal Complaints Committee (ICC)

In compliance with the POSH Act, 2013, SafeHands has constituted an Internal Complaints Committee (ICC).

  • ICC Composition:

    • Presiding Officer

    • Employee Members

    • External Member (as mandated)

  • Scope: Covers all employees, clients, customers, and third parties. The workplace includes client premises and any location visited during the course of employment.

10. Complaint and Inquiry Procedure

  • Filing a Complaint: A written complaint may be submitted to the ICC within three (3) months of the incident.

  • Inquiry Process: The ICC shall conduct a confidential inquiry as per statutory procedures.

  • Timeframe: Inquiry shall be completed within ninety (90) days.

  • Outcome and Action: Based on findings, disciplinary action may be taken against the respondent, or legal proceedings initiated against the client.

V. Disciplinary and Grievance Procedures

11. Disciplinary Action

Violation of company policy or Indian law may result in the following actions:

  • Verbal Warning

  • Written Warning

  • Suspension Without Pay

  • Immediate Termination (for zero-tolerance violations)

12. Grievance Redressal Mechanism

Employees may raise grievances related to wages, working conditions, or policy interpretation with their Supervisor or HR Manager.
All grievances will be handled confidentially and resolved within a reasonable timeframe.

Acknowledgment

I, [Employee Name], acknowledge that I have received, read, and understood the SafeHands Company Policy Manual, including statutory compliance requirements and the Zero-Tolerance Policy. I agree to comply with all terms and conditions stated herein.

Employee Name: ________________________________
Employee Signature: _____________________________
Date: ________________________________

 

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