COMPLIA SERVICES LIMITED
Terms and Conditions
M/s COMPLIA SERVICES LIMITED, a company incorporated under the provisions of the Companies Act, 2013 and having its registered place of business at Plot No. 9, 2nd Floor, Above Skoda Showroom, Opp. Metro Pillar 187, Paschim Vihar Extension, New Delhi, 110063, (hereinafter referred to as “the company”) is committed to fostering a fair, respectful, and productive work environment for all its employees. This Employment Policy (hereinafter referred to as “the policy”) outlines the general principles, expectations, and procedures related to various aspects of employment within the company. It aims to ensure clarity, consistency, and compliance with all applicable Indian labour laws and regulations. All employees are expected to read, understand and adhere to this policy.
This policy applies to all the employees of Complia Services Limited, regardless of their employment status (full-time, part-time, temporary, permanent, contractual, etc.), unless specifically stated otherwise in individual employment contracts or agreements. Specific clauses may distinguish between different categories of employees as per applicable Indian laws.
The company is committed to provide equal employment opportunities. The recruitment and selection process will be fair, transparent, and non-discriminatory, based solely on merit, qualification, skills, and experience relevant to the job requirements. We adhere to all anti-discrimination laws in India.
Employment Contract: All employees will be issued a formal employment contract detailing their position, roles and responsibilities, compensation, benefits, working hours, leave entitlements, notice period, confidentiality obligations, intellectual property rights, and other relevant terms of employment.
Probation Period: The employees understand and agree that according to their employment contract, the employees shall constitute a probationary period during and during this period the company may, in its absolute discretion, terminate the employees' employment, without assigning any reasons and without notice or cause. It is after the end of the probationary period, that the company may decide to confirm the employment of an employee, in its sole discretion. That it is necessary for the employees to obtain job confirmation from the company after the end of the probation period, upon completing all the necessary requirements. If an employee leaves the company during their probation period, without serving their notice period, then in such a case the employee will not be entitled for balance salary/Full and Final Settlement.
Lock-In Period: In case, an employee resigns before the mentioned lock-in period, and/or without serving the notice period, the employee shall be liable for liquidated damages/compensation for breach of their employment contract, also shall not be entitled for balance salary/ Full & Final Settlement.
Notice Period: Every employee has to serve a notice period as per their employment contract before leaving the company. In case employee doesn’t serve notice, period or gives short notice period then the employee will be liable to pay the salary for the complete notice period mentioned their employment contract or salary for the differentiate period respectively.
Confidentiality: Employees are required to maintain strict confidentiality of the company’s proprietary information, acquired during the course of their employment.
Intellectual Property: Any intellectual property (including but not limited to inventions, designs, software, and literary works) created by an employee during the course of or in connection with their employment with the company shall be the sole property of the company, unless otherwise agreed in writing.
Code of Conduct: Employees are expected to adhere to the company’s code of conduct, promoting professionalism, integrity, ethical behaviour, and mutual respect. This includes adherence to policies on harassment, discrimination, and workplace violence, etc.
The company reserves the right to conduct Internal/External Background Verification check anytime during the employment tenure of an employee and employees are expected to co-operate for the same. Any negative report may lead to disciplinary/legal action including termination of the employment with immediate effect without notice, further making the employee ineligible for the Full & Final Settlement. Background Verification also includes behavioural, attitude aspects apart from Qualification/Education, Employment, and Criminal etc.
Wages and Salaries: Compensation will be determined based on industry standards, job responsibilities, skills, and experience, and will be reviewed periodically as per the company’s policies. All wages will be paid in accordance to the Payment of Wages Act, 1936 and any other applicable Indian statutes.
Benefits: Employees may be eligible for various benefits as per their employment contract and company policies, which may include provident fund, gratuity, insurance, and other schemes.
Deductions: Any deductions from wages or salaries will strictly comply with the provisions of the Payment of Wages Act, 1936, and/or any other applicable laws. Unauthorized deductions are strictly prohibited.
Working Hours: Standard working hours will be communicated to employees. Overtime work, if required, will be compensated as per the applicable laws and company policies.
Leave Entitlements: Employees are entitled to various types of leave, including but not limited to earned leave, casual leave, sick leave, maternity/paternity leave, and public holidays, as per the company policies and applicable laws.
Employees are expected to adhere to the following obligations:
Lawful Conduct: Employees must not engage in any illegal activities, including theft, fraud, or misrepresentation, whether within or outside the workplace. The company will not be liable for any such actions, and employees assume full personal responsibility. This explicitly includes refraining from any form of theft of company property or attempts to defraud the Employer.
Adherence to Policies: Employees are required to consistently conduct themselves in accordance with all company rules, regulations, and policies, as updated and communicated periodically. This encompasses, but is not limited to, the Company's Leave Policy and Sexual Harassment Policy. Annual leave allocation will strictly follow the Human Resources policy.
Exclusive Employment: During their employment with the company, employees are prohibited from taking on any direct or indirect part-time or full-time employment, consultation, or involvement in any other business or position that offers monetary or non-monetary interest, other than their engagement with this company.
Prohibition of Internal Associations/Unions: The formation of any internal associations or unions, or any involvement in such activities, is strictly prohibited. Any attempt to form or connive with others to form such an association will result in immediate termination of employment without further explanation. The company will not engage in any form of collective bargaining.
The employee’s performance will be continuously monitored and shall be entitled to receive an incentive based on their performance; the distribution of the incentives shall always be the discretion of the Company which shall not be challenged by the employee.
The company reserves the right to take appropriate disciplinary action, up to and including termination of employment, for violations of company policies, misconduct, poor performance, or any other actions detrimental to the company’s interests. Disciplinary procedures will be fair and transparent, adhering to principles of natural justice and applicable legal requirements.
The company is committed to addressing employee grievances in a fair, impartial, and timely manner.
Informal Resolution: Employees are encouraged to first attempt to resolve minor issues informally with their immediate supervisor.
Formal Resolution: If an informal resolution is not possible or appropriate, employees may submit a formal written grievance to the designated authority, that is, the HR and/or the Director of the company. The company will investigate the matter and provide a resolution within a reasonable timeframe.
Protection against Victimization: Employees raising genuine grievances will be protected against any form of victimization.
If at any time an employee violates, any of the clauses mentioned under their employment contract, the company shall have the right to terminate all of its obligations to make further payments as per the contract. The employees henceforth acknowledge that the company would be irreparably injured by the violation of any of their contractual obligations and agree that the company shall be entitled to claim liquidated damages/compensation in case of any breach by the employee or any other remedy available in law.
Employment may be terminated by either the employee or the company in accordance with the terms of the employment contract, the company policies, and any other applicable laws. This includes provisions for notice periods, grounds for termination, and any applicable severance or terminal benefits.
Non-Performance of Duties: During the term of employment the company can terminate the employee anytime in case of any non-performance of the employee’s duties after a Performance Improvement Plan (PIP) has been issued to the employee. Moreover, salary after termination will be released after 45 days from the last working day.
Misconduct: The company at any time during the term of employee’s emplacement, by notice, terminates the employment of the employee for malfeasance, misfeasance or malfeasance in connection with the performance of employee’s duties, the cause to be specified in the notice of termination. Without limiting the generality of the foregoing, the following acts during the term shall constitute grounds for termination of employment hereunder:
i. Going on or abetting the strike in contravention of any law.
ii. Causing damage to the property of the company.
iii. Disclosure of any information that the company may consider confidential or breach of data privacy provision clause.
iv. Violation of any of the restrictive covenants.
v. Violation of any policy of the company.
vi. Participation in the employment or business of any other competing Business.
Unlawful Act: In the event that the employee is terminated for cause, including but not limited to fraud, cheating, breach of confidential information, violation of data privacy laws, or breach of contract, such termination shall be immediate and without any prior notice. The company reserves the right to terminate the employee's services forthwith, and no full and final settlement or any other form of compensation, shall be payable to the employee. The determination of cause shall be at the sole discretion of the company, and it shall be final and binding.
The employees have access to the company’s private information regarding the finances, plans, and operations. It's crucial that the employees understand how important it is to keep this information secret because sharing it with any competitors would harm the company. The employees must agree not to take any company records off-site for any reason unless you have permission, and return everything when asked or when their employment ends. The company has right to protect the confidential information, including trade secrets, source code, website details, business plans, and client information. Therefore, the employees must not share any confidential information with anyone outside the company, or use it for their own benefit, either while employed to the company or at any time after their employment ends, unless it's required for the employee’s job duties.
During the employment and for further years as per the employment contract, the employees should not work for or be involved with any business offering that competes with the company. The employee also must not join or contract with any of the company's partners, customers or vendors, without the company’s written permission.
While employed and for a period specified in their employment contract after leaving the company for any reason, employees must not, directly or indirectly, for themselves or any other entity:
Recruit Company Personnel: Employ, attempt to employ, or enter into any contractual agreement with any current or former employee of the company.
Solicit Company Clients: Contact or solicit any of the company's current or targeted prospective clients on behalf of any person or entity in connection with a business that competes with the company.
Disclose Client Information: Reveal the names and addresses of such clients or any information related to the company's trade or business relationships with these clients, except when performing their duties for the company.
The company will collect, process, and store employee personal data in compliance with applicable data protection laws in India (e.g. The Digital Personal Data Protection Act, 2023, etc.), and its internal Privacy Policy. Employees’ personal data will be used for legitimate business purposes only.
All matters relating to the company and the employees, and any dispute or claim arising therefrom or related thereto (in each case, including non-contractual disputes or claims), shall be governed by and construed in accordance with the internal laws of India, without giving effect to any choice or conflict of law provision or rule. The person(s) in an employment relationship may also be subject to any other relevant or international laws. Any legal suit, action, or proceeding arising out of, or related to, this policy shall be instituted exclusively in the courts located in Delhi, India.
Any dispute, controversy, or claim arising out of or relating to the employment relationship between the company and any other current or former employees, including but not limited to disputes concerning terms and conditions of employment, compensation, termination, harassment, discrimination, or any statutory claims (to the extent arbitrable under Indian laws), shall be resolved amicably by binding arbitration in accordance with the provisions of the Indian Arbitration and Conciliation Act, 1996 (as amended from time to time). Hereafter, if the company and the employees have failed to amicably resolve the dispute, such dispute shall, at the request of any of the party, be referred to and finally resolved by arbitration seated in New Delhi in accordance with the Indian Arbitration and Conciliation Act, 1996 (as amended from time to time). Sole Arbitrator shall be appointed by the Mutual Consent of both the employer and the employees. The language of the arbitration shall be English and the arbitral award shall be final and binding on the employer and employees. The venue of the arbitration shall be in New Delhi, India. The arbitral award shall be sustained in writing, binding on the parties and the award shall be enforceable in the competent court of law. Such person(s) in the employment relationship with the company shall participate in good faith to reasonably expedite (to the extent practicable) the conduct of any arbitral proceedings commenced as per these Terms and Conditions.
The company has the right to review, amend, modify, or withdraw any part of this policy at its sole discretion. Any changes will be communicated to the employees.
