GJ Solutions

  • Hyderabad, India
  • Satya.ch@gjsolutions.in
  • +91 9848894509
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Policies

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GJ Solutions Policies

Code Of Conduct

Employee Code of Conduct company policy

Our Employee Code of Conduct company policy outlines our expectations regarding employees’behaviour towards their colleagues, supervisors and overall organization.

All employees must protect our company’s legality. They should comply with all environmental, safety and fair dealing laws. We expect employees to be ethical and responsible when dealing with our company’s finances, products, partnerships and public image.

Employees should follow their schedules. We can make exceptions for occasions that prevent employees from following standard working hours or days. But, generally, we expect employees to be punctual when coming to and leaving from work.

All employees should fulfil their job duties with integrity and respect toward customers, stakeholders and the community. Supervisors and managers mustn’t abuse their authority.

Dress Code Policy

Monday- Formal Wear

Tuesday-Thursday: Semi-Formal Wear

Friday-Sunday: Casual Wear

Shoes are Mandatory for Every Day

Caps/Exposing Wear: Not allowed

IT/Admin Policy

No Usage of Mobile accessories during Office hours.

Training Policy
  1. Inbound/Outbound – 10 Days Training
  2. Inbound – 6(Product Knowledge)+1(Quality session) days theory classes
  3. Outbound – 5(Product Knowledge)+1(Quality session) days theory classes
  4. Inbound/Outbound – 15 days OJT(On the Job Training).
  5. 11th day salary will be counted.
  1. Training Period –10 Days(No Leaves)
  2. Probation period – 90 Days(No Leaves).
  3. After 90 days – 1 Casual Leave per Month.
  4. If any Unplanned LOP, Management have complete right to hold salary of that month.
  1. Associate CTC – 10,314rs
  2. PF+ESIC – 1,314rs 
  3. PF amount will be Refundable.
  4. ESIC amount will be Non-Refundable.
  5. Take Home Salary – 9000rs per Month.
  6. Salary Count from 1st to 30th / 31st .
  7. Salary will be credited on every month 10th -13th Date.
  8. Incentives – 1000rs(Based on Performance).
  9. OT – 30/40rs Per hour.
  10. Incentives/Bonus/OT – Money will be credited on between 20th – 23rd of every month.
  1. IJP(Internal Job Posting): We introduce Internal Job Posting(IJP) based on the performance & Vacancy.
  2. Post 6 months from Date of Floor Hit, can apply for IJP. Performance of last 6 months will be observed and IJP will be allotted accordingly
  1.  The Grievance Policy was built from the ground up to reflect the needs of Employees.
  2.  The goal is to provide a transparent and logical process for every employee to grieve matters related to their terms and conditions of employment
  1. The objective of corrective action is to correct and resolve employee performance problems in order to retain the employee as a productive staff member.
  2. Behavioral related Issues/being rude with the supervisors on floor and over the call with Customers.
  3.  Performance impacting the process, wrong information given to the customer.
  4.  Not wearing ID cards and dress code on floor.
  1. 1st  At first will be given a Verbal warning from HR end.
  2. 2nd  If the mistake is repeated, will be issue with first warning letter.
  3. 3rd  If the misconduct is being repeated will be given a final warning.
  4. 4th The code of conducts are being not followed post the multiple warnings. Will issued with Termination and FnF will be done on spot.

It is to eliminate undesirable behavior among employees and provide an automatic punishment for violating company rules. These policies keep those in managerial roles from bending the rules or to use their own discretion. Some of the more prominent issues that fall into a zero tolerance category include:

  1.  Consuming Alcohol, Drugs during office hours.
  2.  Sexual Harassment.
  3.  Disconnecting the Customer call.
  4.  Rude behaviour, Casualness, using abusive language on call or flirting with the
  5. customer leads to termination.
  6.  Changes made in customers account without any intimation or approval by
  7. customer.
  8.  Using Customers details/vouchers for personal use.
  1. Sexual harassment is unwanted conduct of a sexual nature, which is intended to, or has the effect of, violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them.
  2. Examples include unwelcome physical contact, sexual comments, promises in return for sexual favours and displaying sexually graphic pictures. Even if unwanted conduct is not intended to cause distress, it can still have the effect of violating a person’s dignity or creating an offensive environment
  1. Every have to give the notice of minimum 30 Days before
    leaving the Organization, if not there will not be any F & F to be paid or no experience letter. Further, will be considered as
    abscond.
  2. If the notice has been given and completed minimum 6 months
    in the Organization is eligible for experience letter and F & F
    formalities.
  3. In case of termination, if found guilty will not be eligible for F & F and Experience Letter.

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