Employee Handbook

Handbook for every employee of the company

Department of Human Resources

This handbook outlines important rules and regulations for the company employees. All company
employees must follow and keep these regulations in mind while performing their duties. For any
questions or details, an employee can feel free to contact the Department of Human Resources for
Crescendo Global Services

Contents

1.

Business Profile

2.

Purpose of the Handbook

3.

Employee Information

4.

Learning and Development

5.

Leave

6.

Code of Conduct

7.

Health & Safety

8.

Acceptable Use Policy for Email, Internet & Telephone Facilities

9.

Mobile Phone/Blackberry Usage Policy

10. Grievance Procedure

1.

Business Profile

1.1

Company Overview

Crescendo Global Services is a leading provider of specialized, professional recruitment,

professionals and talent management services across the Pan India Market. In India, we
partner with our clients in order to achieve greater organizational performance by
attracting, selecting, engaging and developing the best and brightest people for their
businesses.
Developing an organization with the most talented people from different areas begins with
the basic of implementing a well-crafted recruitment strategy in place. It further requires
reliable, accurate assessment and selection methodologies. Additionally, it requires
efficient solutions to engage, develop and retain people, driven by a commitment to
building a diverse and inclusive workforce. Our specialist recruitment consultants at
Crescendo Global Services partner with clients in all these endeavors and deliver
specialized professional staffing, outsourcing and talent management solutions.
From single placements to total outsourced solutions, we decipher human capital
strategies into actionable results. Beyond placing candidates into permanent positions, we
help clients implement effective long-term recruiting and retention strategies. Our
underlying goal is to improve performance at every level and that begins from the first
moment
our
consultants
speak
with
your
future
employees.
We're proud of what we've achieved so far. But we don't look back, we're always
innovating.

1.2

1.2.1

Company Vision & Values

Our Vision

To become number one in every market we serve for recruitment in India. Today or
Tomorrow. Number one in terms of client satisfaction, employee talent, consistent and
predictable growth

1.2.2

Our Mission

Crescendo Global Services aspires to be the worlds best at helping organizations

achieve exponential growth through acquiring talent and establish new business
opportunities through the right people. Our mission is to provide a fulfilling and enriching
career path to our employees, build a high level of trust with our candidates, understand
their career aspirations and needs, then assist them to build careers in organizations that
help them realize their potential

1.2.3

Our Values
Take Pride
To take pride in what we do, of who we are and what we stand for. We are proud
of our brand, our colleagues and our achievements.
Be Passionate
It's our passion to provide the very best service for our clients and candidates that
drives us to triumph over our competition.
Never give up
We welcome a challenge; we show strength of character and resilience in our
approach, we see difficulty as an opportunity to demonstrate ability.
Work as a Team
Working as a team makes us stronger, more efficient and adding value to our
business and brand.
Make it Fun
We recognize that fun is a key factor within our working environment; we're very
sociable and enjoy celebrating our successes.

2.

Purpose of the Handbook

2.1

Compliance

This Handbook outlines the policies and procedures relevant to your employment with
Crescendo Global Services.
All employees are required to read through this Handbook and ensure it is complied with
at all times.
A breach of the policies in this Handbook is a serious matter and may result in disciplinary
action (up to and including summary termination of employment) and/or legal action. If you
have any concerns, please take them to your Director or Manager.
2.2

Employee Benefits

The Handbook also contains a summary of some of the benefits you enjoy as an
employee of Crescendo Global Services. If you have any questions regarding any of the
benefits, please speak to your Director or Manager.
2.3

Interaction with Employment Contract

The provisions of this Handbook are not intended to override the expressed terms and
conditions of your Contract of Employment with Crescendo Global Services or any
applicable provisions or regulations as per the Ministry of Labour. To the extent that the
provisions of this Handbook are inconsistent with these documents, the terms and
conditions set out in the Contract of Employment or Agreement will prevail.
2.4

Variations

Crescendo Global Services reserves its right to bring variations in this Handbook from
time to time. All employees will be notified in writing of such variations.

3.

Employee Information

3.1 General Obligations of Employees

Employees of Crescendo Global Services whilst on duty are required to:

Give their full time and attention to their position and responsibilities, and ensure
that their work is carried out efficiently and effectively; and

Carry out lawful directions as given by their Managers, or any person authorized
by Crescendo Global Services to give such directions.

Should ensure productive usage of available resources and avoid wastage

3.2

Probationary Period

Employees will be employed for a probationary period of three (3) months unless
otherwise stated in the Employees Contract of Employment.
An employee's employment during the probationary period may be terminated by either
party by the provision of one weeks notice in writing, or in the case of the company.
3.3

Annual Appraisals

The performance of employees should be appraised on an ongoing basis. However, it is

the intention of Crescendo Global Services to conduct formal performance appraisals at
least once every twelve (12) months for group services employees and quarterly for
consulting staff.
The purpose of the review should be to assess employee performance, acknowledge an
employees achievements and progress and to give suggestions for improvement if
necessary. The review should be based on attributes and factors such as:

Quality and quantity of work

Attitude to work

Initiative

Attendance

Conduct towards work colleagues and clients

The performance review should be conducted by a Director or Manager and the results
may be used to determine salary review and promotion opportunity.
Employees are expected to answer all questions and complete all questionnaires
truthfully.
Employees are encouraged to participate fully in the review process so that they and
Crescendo Global Services can benefit from the results.
3.4

Promotions and Transfers

When a position becomes vacant, it may be advertised internally and externally. As career
advancement is important to employees and the company, all employees with relevant
skills and experience are encouraged to apply for internally advertised positions, provided
they have completed twelve months or more with the company. The company reserves
the right to consider employees with less than twelve months tenure on a case-to-case

basis.
The company may decide in certain circumstances not to advertise internally or externally
and may offer a position to a specific employee either inside the company or an external
candidate.
All applications for internally advertised positions should be made to the relevant person.
Employees should inform their Manager about their interest in the role prior to submitting
an application.
From time to time, opportunities for transfer to other locations may become available.
Similar procedures will apply as referred to in the last paragraph.
3.5

Gratuity

As of now, we do not pay any gratuity. However when the company changes its
registration type in the future, gratuity will be paid to the employee in accordance with the
Payment of Gratuity Act, 1972. Gratuity in the future will be payable to all employees who
have been in the continuous service of the company for a minimum period of five years. It
will be duly communicated to each employee.
Gratuity is payable on separation from the company on account of:

3.6

Retirement-normal or voluntary

Resignation

Incapacitation during the service rendering the employee incapable of continuing

in service

Death during the service

Retrenchment, and

Termination/ Dismissal
Bonuses

Eligible employees will be paid any quarterly bonuses due on the last working day of the
month along with their monthly salary on the condition that the payments from the clients
they have completed their positions in, has been credited to the company account. Annual
loyalty bonuses where applicable will be paid on the last workday on completion of a work
anniversary.
Further details regarding the company bonus program is set out in eligible Employees
Employment Contracts.
3.7

Work Breaks

Employees must adhere to allocated break times. If employees are late returning from
breaks, disciplinary action may be taken.

3.8 Public Holidays

Every employee shall be entitled to the following public holidays for 2016.

3.9

Month

Date

Day

Holiday

January
January
January
March
March
March
April
April
August
August
October
October
October
October
December

01.01.2016
13.01.2016
26.01.2016
07.03.2016
24.03.2016
25.03.2016
15.04.2016
20.04.2016
15.08.2016
25.08.2016
02.10.2016
11.10.2016
30.10.2016
31.10.2016
25.12.2016

Friday
Saturday
Tuesday
Monday
Thursday
Friday
Friday
Wednesday
Monday
Thursday
Sunday
Tuesday
Sunday
Monday
Sunday

New Years Leave

Lohri
Republic Day
Mahashivratri
Holi
Good Friday
Ram Navmi
Mahavir Jayanti
Independence Day
Janamashtmi
Gandhi Jayanti
Dussehra
Diwali
Gowardhan Puja
Christmas

Attendance & Lateness for Work

Employees are required to be on time for work. The official start time is 9:00 AM.
Employees must notify their Manager as soon as possible if they believe they will be late
for work, stating the reasons why they will be late and the time they will be at work.
Repeated or unjustified lateness may result in disciplinary action being taken against the
employee, up to and including the termination of their employment.

3.10

Medical Examinations
Crescendo Global Services retains the right at any time to require employees to be
examined by a doctor of its choice to determine their fitness for duties.
Employees who are absent from work on false grounds will be subject to disciplinary
action, up to and including the termination of their employment.

3.11

Salary Payment
Pay is paid into a bank account nominated by the employee. As part of the employment
orientation procedures, new employees will receive a Bank Details form for completion. If
this has not occurred, or if changes to banking arrangements are required, please contact
the Human Resources Department.

3.12

Employee Expenses
All eligible employees should complete and submit approved expense claim forms to their
respective Administration Managers by the 6th of every month.

Each and every claim should have authentic supporting receipts. Management reserves
the right to approve the supporting receipts.
Crescendo Global Services will reimburse employees for the approved expenses they
incur whilst entertaining its clients or suppliers.
The following guidelines will apply:

3.13

Wherever possible, employees should obtain the prior approval of their Manager
before incurring the expense.

Only expenses which are directly associated with Crescendo Global Services
business will be reimbursed.

Claims for reimbursement should be made within three (3) months of incurring the
expense and should include all receipts and detail regarding the time, place,
purpose, names and the business relationship of any person entertained.

Expenses for entertainment of a personal nature will only be reimbursed when

approved by the Company
Client Entertainment Expenses

Crescendo Global Services will reimburse employees for the approved expenses they
incur whilst entertaining its clients or suppliers. The following guidelines will apply:
Wherever possible, employees should obtain the prior approval of their Manager before
incurring the expense.
Following limits need to be observed religiously while entertaining clients.
o

Directors: Expenses cannot exceed INR 2,000/- per head for Lunch and INR
3,000/-per head for Dinner.

Managers: Expenses cannot exceed INR 1,500/- per head for Lunch and INR
2,000/-per head for Dinner.

Consultants: Expenses cannot exceed INR 1,000/- per head for Lunch and INR
1,500/- per head for Dinner.

3.13.3 Valuables and Personal Effects

Crescendo Global Services will not be held responsible for personal belongings that are
stolen, misplaced or broken at work. Valuables should be locked away at all times.
Queries in relation to the safe storage of valuables should be directed to the Manager.
Similarly, Crescendo Global Services is not responsible for the valuables of visitors or
candidates entering the office premises. Concerned employees should take a note of this
clause and take necessary precautions for their guests or candidates.
3.14

Personal Mail
Crescendo Global Services is not responsible for personal mail. Employees should
endeavor to ensure that all personal mail is addressed to their home.
Any personal mail Crescendo Global Services receives will be given to the employee to
whom it is addressed. However, it may not be possible at all times to distinguish between
personal mail and business mail. Accordingly, Crescendo Global Services reserves the
right to open and read all mail received at its premises on the basis that it may contain a

business communication.
Expenses incurred by personal mail sent by courier will be the responsibility of the
employee. The employee may take advantage of concessional fixed rates with the
companys official courier agency provided prior approval is sought through the
Administration Manager.
In both the cases i.e. official and personal couriers are required, Crescendo Global
Services reserves its right to open and read all mail at its premises.
3.15

Personal Details
To enable Crescendo Global Services to maintain accurate records, employees must
inform the Human Resources Department of any change to their personal details in
respect of the following:

Name

Address

Telephone number (home and mobile)

Person to notify in case of accident or illness

Dependants

The Payroll and HR Department must be notified of any changes to an employees

nominated bank account to ensure the accurate processing of pay. Employees should
also inform Crescendo Global Services of any health issues or medical requirements.
Crescendo Global Services may need this information if employees are involved in an
accident or become ill at work to ensure their proper safety.

4.

Learning and Development

4.1

Objective

It is the Companys intention to have all employees fully competent to perform their required
tasks and to improve their levels of skill and/or knowledge and workplace productivity.
Identifying learning and development needs is the joint responsibility of the employee and the
relevant manager. This should be discussed as part of the performance review process.
4.2

Commitment

The Company is committed to the learning and development needs of the organization and its
employees and to providing adequate training resources to achieve our objectives.
4.3

Resources

In addressing the training needs of the organization, the Company will provide appropriate
resources to identify skill and knowledge components of all job categories and the tasks to be
performed by any incumbent, assessing current knowledge and skills of each incumbent and
then providing appropriate training to close any shortfalls identified.
As such appropriate resources may include time, labor, finances and physical facilities,
dependant on the training needs identified.
4.4

Consultation

To fulfill this policy, Management will involve employees in discussions and processes to
identify skill and knowledge components of their work tasks, assessment processes and
program review.
4.5

Review

To ensure the program complies with current legislation and the objectives of the program are
met, each training activity and every participant will be assessed and reviewed against identified
competency standards.

5.

Leave

Crescendo Global Services will comply with all leave provisions and entitlements as
required by legislation. These entitlements include (but are not limited to) the clauses
following.
These entitlements will change if the applicable legislation changes. At all times the
employees leave entitlements are dependent upon legislation. Employees should refer to
these documents for a full description of their entitlements. Full copies of all relevant
documents are available for inspection from the Human Resources department.
Crescendo Global Services will grant statutory holidays to all employees in accordance
with the Ministry of Labour. An employee is entitled to paid statutory holidays after they
have been employed under a continuous contract for a period of three (3) months.
A Leave Request form must be completed for all leaves. Leave Request forms can be
found on SumHR. Once submitted the form will automatically be forwarded to the
employees Manager for approval and Payroll will be notified. All Leave Request forms
should be submitted in advance of taking annual leave, maternity or paternity leave, and
when an employee returns to work for all sick leave. The employees Manager should
complete all Leave Request forms for sick leave.
Before submitting a leave request all employees should ensure proper handover of
pending tasks to their colleagues or department head, except in cases of sick leave taken
for emergencies or personal crises.
5.1

Sick Leave

Employees are entitled to take sick leave in accordance with the Ministry of Labour
regulations or the provisions of their Contract of Employment. A summary of the
entitlements in accordance with the Ministry of Labour and the Company policy is set out
below.
5.1.1

Period of Sick Leave

Employees will be entitled to their salary during absence through personal illness and
where they have been employed for a period of one (1) month or more immediately prior
to the sickness day. Sick leave entitlement is six (6) days per calendar year. Leaves
cannot be carried forward in the next calendar year.
Employees will not be entitled to a lump sum payment for unused sick leave upon the
termination of your employment.
5.1.2

Grounds for Sick Leave

An employee may only take sick leave in the following circumstances:

a) When an employee suffers a personal injury or illness or requires dental treatment;
b) In the case of female employees, attendance at medical appointments in relation
to her pregnancy, post confinement medical treatment or miscarriage supported
by a medical certificate.
5.1.3

Notification of Sick Leave

Employees who require sick leave are required to telephone their Manager as soon as
possible to inform them of:

The nature of the illness or injury or required dental treatment; and

The estimated length of their absence; and

Failure to contact their Manager or Human Resources may result in the company
processing unauthorized leave as leave without pay. Employee must input the sick leave
into the system on the day of return. If the same is not followed, that day too would be
counted as unauthorized leave.
5.1.4

Payment during Sick Leave

Whilst on sick leave, employees will be paid the amount that they would reasonably have
expected to be paid had they worked during that period.
5.1.5

Medical Certificates

Within a reasonable time after taking sick leave, employees must forward a medical
certificate or a statutory declaration (only in circumstances where it is not reasonably
practicable to provide a medical certificate), to Human Resources when they have taken
any occasion of sick leave. This certificate or other evidence must coincide with the dates
submitted on the Leave Request form.
In the event that an employee is reported to have an ongoing high level of absence from
work, the company may follow the steps outlined below until such time as the employees
level of absenteeism has reduced to a reasonable level:
a) A medical certificate or statutory declaration to be provided by the employee for
every sick leave of absence;
b) A return to work meeting may be held between the employee and their direct
manager after each sick leave absence;
c) In cases where absenteeism levels are excessive, employees may be placed on a
Attendance Improvement Program to assist them to improve their attendance;
and
d) In circumstances where the Company is not satisfied that the employee is
improving their attendance, disciplinary action may be taken.
5.1.6

Failure to Comply

Failure to comply with the above will result in sick leave not being paid. Employees who
are absent from work on false grounds will be subject to disciplinary action, including
summary dismissal.
5.2

Casual Leave

Employees are entitled to use their sick leave provisions as casual leave. Casual leave
can be used to attend to personal matters.
An employees request for casual leave to attend personal matters will be granted at the
discretion of the employees Manager. The employee is required to apply for casual
leave in advance, unless in the case of emergencies.

5.3

Annual Leave

Employees are entitled to annual leave in accordance with the Ministry of Labour, the
Company policy or the provisions of their Contract of Employment. A summary of
these is set out below.
5.3.1

Period of Annual Leave

Full time employees are entitled to 6 days annual leave for each completed financial year
worked unless otherwise stated in the employees contract of employment. This
entitlement provides for any statutory holidays that fall on a non working day.
st

Annual leave entitlements are advanced to the employee on January 1 of each year
unless it is the employees first or last year of employment, in which case annual leave will
be pro-rated on the part of the holiday year that has been worked.
The leaves cannot be carried forward in the next calendar year and will lapse on 31
December.
5.3.2

st

Taking of Annual Leave

Annual Leave may only be taken by agreement with, and during a period that is approved
in advance by, an employees Manager. For planning and work coverage annual leave
should be applied for as early as possible.
Furthermore, the companys policy is generally that leave must not be taken for periods
greater than two (2) weeks at a time unless otherwise approved in advance by the
employees Director or Head of Department at his or her absolute discretion. Also, annual
leaves cannot be taken without getting prior leave authorization from respective
Managers. This needs to be observed strictly, failing which the same would be counted as
unauthorized and unpaid leave. This is applicable to all leaves except sick leave.
5.3.3

Rate of Pay for Annual Leave

The rate of pay an employee receives whilst on annual leave must be at least equal to the
employees monthly salary rate of pay which does not include entitlements such as
incentive based payments and bonuses, loadings, monetary allowances or penalty rates.
5.3.4

Annual Close Down

An employee must take an amount of annual leave during a particular period if directed to
do so by Crescendo Global Services because, during that period, the company shuts
down its business or any part of the business in which the employee works.
5.3.5

Leave in Advance

In the event of termination and where the employee has taken more annual leave than
they have accrued at the time of termination an amount in repayment for the leave taken
in advance will be deducted from the employees final pay.
5.3.6

Annual Leave Requisition

A Leave Request, via SumHR or through manual form, should be submitted at least 2
weeks prior to the employee going on leave. When necessary, an application for leave
should state the arrangements taken to ensure that an employees duties are adequately

covered whilst on leave. It is Crescendo Global Services policy not to engage temporary
staff during periods of leave.
5.4

Maternity Leave

Maternity Leave is granted to female employees in accordance with the Maternity Benefit
Act 1961 (the Act) and the Companys policies and procedures
A summary of the entitlements in accordance with the Act is set out below.

Maternity leave for a period of twelve (12) weeks is granted to permanent fulltime and part-time female employees who have been employed for a period of
at least 80 days in the 12 months prior to the delivery.

A period of twelve (12) weeks unpaid maternity leave is granted to eligible

female employees who:
a) Have been employed for a period of at least 80 days in the 12 months prior
to the delivery
b) Notice of pregnancy and the intention to take maternity leave has been
given the employer after the pregnancy has been confirmed
c) A medical certificate has been produced specifying the expected
date of confinement

Maternity Leave should be taken in accordance with the Act and the Companys Parental
Leave Policy. Employees will be paid on the normal payday of the employee in
accordance with the Act and the Contract of Employment.
All relevant notification, confirmation and leave forms are to be completed in relation to
any Maternity Leave in accordance with the Companys Maternity Leave Policy.
For further information employees should refer to the Maternity Leave Policy and
Procedure located on the company intranet.
5.5

Leave without Pay

Unpaid leave is only provided to employees in extenuating circumstances and will be at

the sole discretion of the Managing Director India.
Should an employee wish to apply for unpaid leave, they are to approach the
Managing Director India to discuss the circumstances.

6.

Code of Conduct

It is important for all employees of Crescendo Global Services to maintain high moral and
ethical standards. Some of these standards are set out in this Code of Conduct.
This Code of Conduct is not intended to be exhaustive and cannot anticipate every
situation that may morally or ethically compromise the employee or Crescendo Global
Services. In this regard Crescendo Global Services expects its employees to use their
common sense and sound judgment.
If an employee is in doubt as to how she or he should act in any situation, the employee
should always contact their Manager and seek advice prior to taking any action. All
requests for advice will be dealt with confidentially.
6.1

General Principles

As a rule of thumb, all employees must conduct themselves in accordance with the
following common-sense principles:

Employees must act honestly and fairly in all business transactions and dealings
with others.

Employees must treat other employees, contractors, customers, competitors, and

all other persons with whom they deal at work with the utmost courtesy and
respect.

Employees must not compromise their duty to act within the best interests of
Crescendo Global Services.

Employees must comply with all laws and regulations applicable to the business
of Crescendo Global Services.

6.2

Obligation to Report Breaches

If employees suspect that any conduct has occurred in breach of this Code they must
immediately contact their Director or the Human Resources Department.
Further, if an employee suspects that a fraud or other serious irregularity has taken place,
they must immediately report the occurrence to their Director or the Human Resources
Department.
Crescendo Global Services will treat all reports with strict confidence. Failure to report a
breach may result in disciplinary action.
6.3

6.3.1

Professional Conduct

Conflict of Interest

All employees have an obligation to avoid financial, business or other relationships that
might conflict with the legitimate business interests of Crescendo Global Services or the
proper performance of their duties.
Such a conflict will exist where an employee compromises his or her ability to act with total
objectivity with regard to Crescendo Global Services business interests.

Examples of conflicts of interest include, but are not limited to, the following:

If the employee is employed by a competitor whilst employed by Crescendo Global

Services

If the employee provides work or business on behalf of Crescendo Global

Services to a business in which the employee or the employee's family has a
significant financial interest

If the employee or the employee's family has a substantial financial interest in a

business which is a competitor or contractor or supplier to Crescendo Global
Services

All potential or actual conflicts of interests must be disclosed in writing to the

Managing Director and the Board of Directors of Crescendo Global Services

Crescendo Global Services reserves its right to either approve the conflict upon
conditions, or to exclude the employee from the conflict situation

6.3.2

Involvement in Other Employment or Business

Crescendo Global Services discourages employees from seeking additional employment

outside Crescendo Global Services that may interfere with their commitments with
Crescendo Global Services. Specifically, this means any employment outside Crescendo
Global Services which:

Could lead to a conflict of interest, such as working for a Crescendo Global

Services customer, supplier or competitor; or

Results in absenteeism, inability to meet job requirements, or poor job

performance at Crescendo Global Services; or

Could affect their ability to devote their time and attention to the companys
business during working hours, or could affect their ability to properly perform
their duties.

Employees who may be considering other employment must advise their immediate
manager so that any potential conflicts can be assessed.
6.3.3

Secret Commissions

Employees may not, in the course of their employment, receive or attempt to obtain from
any customer, contractor or supplier or any other person with whom they deal any secret
commissions or profits or gifts over INR 5,000 in value. Any such offers must be
immediately reported to their Manager. Small gifts presented as a matter of normal
courtesy (eg occasional meals or drinks) is, however, acceptable.
Employees must also not offer or give sums of money, or any gifts that could be construed
as a bribe or inducement in any circumstances. This may be treated as gross misconduct.
6.3.4

Fair Dealings with Third Parties

Employees involved in the negotiation of agreements and contracts on behalf of

Crescendo Global Services must ensure that all statements, communications and
representations are accurate and truthful. Employees must act honestly and fairly in all
such business transactions.

6.3.5

The Securities and Exchange Board of India Act, 1992

Employees are advised that indirectly conveying internal information to the public or
divulging any non-public information relating to Crescendo Global Services is a breach of
the Insider Trading laws and can have serious repercussions on Crescendo Global
Services and its employees.
6.4

Misuse of Company Property, Information & Resources

6.4.1

General Misuse

Generally, the use of property, information, and/or resources of Crescendo Global

Services for any purposes other than its business is prohibited. Some examples of the
application of this general obligation include but are not limited to the following:

Approving or making of a payment on behalf of Crescendo Global Services for

something other than the stated purpose

Copying, or attempting to copy company databases without express authorization

from the employee's Head of Department or Director

Using Crescendo Global Services photocopier or facsimile machines for personal

reasons without authorization from the employee's Manager

Using company vehicles for private purposes without express authorization from
the employee's Manager

Appropriating Crescendo Global Services stationery for personal use

6.4.2

Usage of Property & Resources owned by Crescendo

No property or money of Crescendo Global Services is to be taken from the premises

without permission of the Director.
From time to time Crescendo Global Services may supply employees with Company
property to enable them to perform their duties, such as a mobile telephone, lap top
computer or other equipment.
This property remains the property of Crescendo Global Services at all times and must be
returned at the end of employment in good working order or damages will be recovered
from the final settlement of the employee or the next payment to be made to the
employee.
Crescendo Global Services will meet all work related expenses relating to the company
property, but reserves the right to claim reimbursement from employees in the event that it
incurs costs associated with your personal usage of company property.
6.4.3

Use of Crescendo Global Services Name and Stationery

Employees are not authorized to use Crescendo Global Services name, stationery
(letterhead), visiting cards or Identity card etc. except in the ordinary course of business
and for the legitimate business of Crescendo Global Services.

6.4.4

Authority to Sign Documents

Employees cannot sign any documents on behalf of Crescendo Global Services or in any
way commit Crescendo Global Services to any agreement unless they have been properly
authorized in writing by Crescendo Global Services to do so.
6.4.5

Confidentiality

During their employment employees may be exposed to confidential information regarding

Crescendo Global Services, clients, suppliers or employees. Employees are expected to
keep any such information confidential.
All current and former employees of Crescendo Global Services may not make improper
use of confidential information acquired by virtue of their position to gain directly or
indirectly an advantage for themselves, or any other person, or to cause detriment to
Crescendo Global Services or its customers.
Confidential information includes, but is not limited to, marketing and sales plans,
competitive analyses, business and financial plans and forecasts, prospective and existing
customer and employee information, software and other inventions developed or licensed
by, or for, Crescendo Global Services and computer system and building security
passwords.
Each employee must safeguard confidential information of Crescendo Global Services by
not transferring, publishing, using or disclosing it to third parties other than as necessary in
the proper course of the employee's duties or as directed or authorized by Crescendo
Global Services in writing. Employees are prohibited from sending company confidential
information to their own personal email account(s) unless the Employee has obtained the
Companys prior written consent.
All files of a confidential nature must never be left unattended and under no circumstances
whatsoever left either on or in unlocked desks (unless the offices are locked). The
disposal of all confidential papers must be done by means of Crescendo Global Services
security disposal arrangements.
Unless express permission by management is granted, employees must not remove from
the offices of Crescendo Global Services any documents or software connected with the
business of Crescendo Global Services or take any photocopies of them for private use.
All documents and software which have been removed from Crescendo Global Servicess
offices must be returned as soon as the authorized purpose for their removal has been
fulfilled and, in any event, forthwith upon termination of employment.
Any candidate or client details collected during the course of your employment via
professional networking sites (e.g. Linkedin) or by any other means (e.g. business cards)
is considered to be confidential information of Crescendo Global Services and belongs to
the company. Upon the termination of your employment, you are required to provide to
Crescendo Global Services all such contact details including a list of all Crescendo Global
Services business contacts (both current and former) stored in any contact list on your
professional network site profile or any other network site. You may be asked to delete all
such contacts from your network under the supervision of your manager. For the sake of
clarity, all candidate and client details obtained whilst working for Crescendo Global
Services are, and shall remain, the property of Crescendo Global Services.
Unless specified otherwise by contract, all confidential information that has been entrusted
to Crescendo Global Services by a third party (such as a customer) must be treated as
though it is Crescendo Global Services confidential information.

It is important for employees to note that the obligations relating to confidentiality continue
to apply after cessation of an employee's employment with Crescendo Global Services.
6.4.6

Intellectual Property

One of Crescendo Global Services most important assets is its intellectual property,
including its software, copyrights, patents, trademarks, trade secrets, and training
manuals. Each employee is responsible for protecting Crescendo Global Services
intellectual property rights by complying with its policies and procedures for the protection
of these rights.
Whilst employed by Crescendo Global Services, all intellectual property that is related to
the affairs of company including patents, copyrights, inventions, programs and
documentation generated by an employee or contractor, will become the property of
Crescendo Global Services.
6.4.7

Use of Unlicensed Software

It is against Crescendo Global Services policy to reproduce copyright software or use

unregistered software, documentation or other offensive materials by laws. In such cases
company will not be liable for such actions and can take legal actions against the
employee.
Third party software in the possession of Crescendo Global Services must not be copied
unless such copying is consistent with relevant license agreements, and management has
previously approved of such copying, or copies are being made for backup and archival
purposes. Employees must respect the intellectual property of others.
6.4.8

Proper Maintenance of Records

Crescendo Global Services financial books, records and statements must properly
document all assets and liabilities, accurately reflect all transactions of the corporation,
and are retained in accordance with all applicable laws and regulations. These documents
must not be inappropriately altered. Employees must not make false entries in the books
or records of Crescendo Global Services for any reason.
6.5

Anti-Discrimination, Harassment & Workplace Bullying & Equal

Employment Opportunities

Crescendo Global Services is committed to ensuring that the workplace is free from, and
its employees, colleagues and visitors do not suffer, any form of:

Discrimination when a person is treated less fairly in employment situations;

Harassment (including sexual harassment) unwelcome remarks, conduct or

demands; or

Workplace bullying repeated less favorable treatment of a person by another

person in the workplace

Crescendo Global Services is also committed to providing equal employment opportunities

for all people working within the Company.
Crescendo Global Services will do everything possible to create and sustain an
organizational environment, which supports mutual trust and assists people to discover,
develop and increase their personal capacities, and will practice high ethical standards in
our dealings with each other and with our clients.

6.5.1

Complaints

Any employee or other person who makes a complaint in good faith will be treated with
consideration and their complaint will be taken seriously and investigated or otherwise
dealt with sympathetically and fairly.
Complaints to Crescendo Global Services will be attended to promptly and discretely.
They will be investigated impartially and action will be taken to ensure that any misconduct
ceases at once.
Crescendo Global Services takes very seriously any effort at retribution for making a
complaint or victimization of a person who has made a complaint. Any person who does
so will be very seriously disciplined or dismissed.
If you have a complaint about any form of discrimination, harassment or workplace
bullying whatsoever then Crescendo Global Services requests you to urgently contact the
Human Resources Manager, Asia Pacific.
These reporting options should not replace the free and open discussion of problems or
complaints between staff when that is appropriate. Crescendo Global Services
encourages staff members to communicate directly with one another if they feel
comfortable to do so.
6.5.2

False Complaints

Making an allegation of discrimination is a serious matter. Employees who knowingly or

without good faith make a false complaint will be subject to disciplinary action, including
dismissal.
6.6
6.6.1

Unacceptable Personal Conduct

Smoking

Smoking is not allowed on the premises of Crescendo Global Services. Crescendo Global
Services is concerned about its employees health and discourages smoking. Excessive
cigarette breaks must not result in an employees inability to meet job requirements or
poor job performance, and may result in disciplinary action.
6.6.2

Drugs and Alcohol

During celebratory occasions authorized by the Managing Director and when entertaining
customers, suppliers, etc on behalf of Crescendo Global Services, employees must
ensure that they drink in moderation, behave in a professional manner, and do not engage
in conduct which may risk their safety or the safety of others (including drive a motor
vehicle or operate heavy machinery). Alcohol can only be consumed within locations at
the discretion of the Director.
The use of any other recreational or non-prescription drugs is strictly prohibited in any
offices of Crescendo Global Services or in the course of employment (including out of the
office during office hours) and is grounds for summary dismissal.
Employees on prescribed drugs that may impact on their ability to safely perform their
duties must provide their immediate Manager with a medical certificate certifying that they
are fit for their duties.
Management reserves the right to change the Drug and Alcohol policy at any time.

6.6.3

Tidiness

In order to assist cleaning staff, desk and working areas must be left as tidy as possible,
all papers and files put away and machines covered. Items of value such as cheques must
not be left overnight either in or on desks. All confidential material must be locked in desks
or filing cabinets. Personal belongings in desks should be limited and not allowed to
accumulate. On no account must food of any description be left in desks. Managers are
authorized to inspect desks and workspaces as they see fit.
6.7

Dress Code

It is in Crescendo Global Services best interests to present a professional image to its

customers, suppliers and the public. It is important that all employees fixed term
employees and contractors work attire is to a standard that reflects the professionalism
and commitment that derives from the companys core values and our professional
conduct.
Accordingly, it is expected that all employees will dress in a professional manner
consistent with the Company Dress Code policy during working hours and at any
Crescendo Global Services work-related meeting and/or functions that may take place
outside working hours unless advised otherwise.
6.7.1

Corporate Business Attire Dress Code

All consulting staff and any other employee who deal face-to-face with clients, candidates,
suppliers or attends external meetings or functions must wear corporate business attire
Monday to Friday.
6.7.2

Acceptable Attire

Corporate Business Attire

Men - Suit with tie and jacket
Women - Trouser/Skirt suits, dress/skirt and jacket
Formal Indian wear
Corporate Casual Attire
Men - Smart trousers and button up long or short sleeved collared shirt
Women Smart trousers and shirt/top, skirt and top, dress or similar
Smart casual Indian wear
6.7.3

Unacceptable Attire

Unacceptable Dress at any time

Blue Denim
T-Shirts
Shorts
Mini skirts
Leggings or track suit pants
Ripped or torn jeans
See through blouses
Midriff or excessive cleavage showing
Thongs/flip flops, trainers/sneakers/runners
Visible body piercing (excluding earrings), tongue rings or earrings up the ear
Hats or caps
Excessive jewellery or make up

6.7.4

Other Requirements
All employees and contractors are required to follow the Dress Code and failing to do so
may result in disciplinary action.
Crescendo Global Services reserves the right to:

Direct employees and contractors who are inappropriately dressed to dress in

accordance with the Company Dress Code Policy, this may include returning home to
redress.
Allow employees to dress down on special days i.e. team building days, moving
offices etc.
Change the Dress Code Policy at any time.

7.

Health & Safety

7.1

Our Policy

Crescendo Global Services is committed to ensuring the health, safety and welfare at
work of all our employees, contractors, colleagues and visitors.
Resources which will emphasize the priority that the company places on occupational
health and safety will be made available to comply with all relevant legislation to ensure
the health, safety and welfare of all employees, contractors, colleagues and visitors.
As a matter of priority, the company will address accident prevention and control, hazard
control and rehabilitation processes.
Health and safety is both an individual and shared responsibility of all employees and
management. The following responsibilities are essential to the success of the policy.
Management is responsible for:

Integrating occupational health and safety into all aspects of the workplace;

Promoting communication and education about occupational health and safety as

a normal component of all aspects of work;

Planning, developing, implementing and monitoring an occupational health and

safety program; and

Taking effective action to provide and maintain a healthy and safe workplace.

Employees are responsible for:

Working in a healthy and safe manner;

Encouraging other employees, contractors and colleagues to work in a healthy

and safe manner;

Discouraging others from working in an unsafe manner;

Cooperating with, supporting and promoting occupational health and safety in the
workplace; and

Reporting and/or rectifying, if possible, any unsafe conditions that come to their
attention.

All employees should positively and actively comply with directions from management,
evacuation drills, training and other lawful Health and Safety directions. Failure to do so
may result in disciplinary action being taken against the employee, up to and including the
termination of their employment.
7.2

Office Safety

All employees should be aware that basic office safety includes the prevention of; electric
shock, slips, trips and falls, being hit by a moving or falling object, eye damage, strains
and back and shoulder injury through sitting incorrectly.
All employees, contractors and candidates should comply with the guidance below relating
to the office environment:

Work Space and Pathways in the Office - areas around workstations and all other
parts of the office should be kept free from obstacles or other items that may
cause slips, trips and falls. Employees should look out for potential hazards and
report any potential hazards to their manager;

Report any issues in relation to air condition, ventilation and lighting; and

Use all facilities within the office environment appropriately and report any issues
to their Manager.

To ensure safety within the IT area it is a requirement that covered footwear is worn at all
times by employees and contractors working in the IT Team.
7.3

Workstation Safety & Manual Handling

It is important that each employee or contractor takes the time to ensure that their
workstation is set up correctly. Employees should refer to the Crescendo Global Services
International Health & Safety Workstation Safety sheet located on the Intranet for
guidance on setting up workstations correctly.
Manual handling includes lifting, lowering, pushing, pulling, carrying, moving, holding or
restraining a load or an object. It is essential that during manual handling, the spine
remains straight and bending and twisting should be avoided. All load-bearing work should
be done by the legs with bent knees. Employees should refer to the Crescendo Global
Services International Health & Safety Workstation Safety sheet located in their
Orientation Folder or on the Intranet for guidance on the correct procedure for manual
handling.
7.4

First Aid

First Aid Kit and emergency supplies are located in the office. Accidents and injuries should be
reported to the employees Manager as soon as reasonably practicable and an Incident Report
should be completed and given to Human Resources.
7.5

Evacuation Procedures

All employees should follow the building evacuation procedures, positively and actively
comply with directions from fire wardens and partake in all evacuation drills, training and
directions. Failure to do so may result in disciplinary action being taken.
7.6

Incidents

Employees must report all incidents, accidents, near misses and identified hazards to
their manager. ALL such incidents must be reported whether they resulted in an
injury or not.
Employees who fail to make a report will be subject to disciplinary action.

Emergency contact list

Contact Numbers
Services

Mumbai

Bandra Kurla
Comlex

Delhi

Local Police station

022-22183225

022-26504481

0124-2316100

Local Fire station

022-22882787

022-26435206

0124-2328868

Ambulances

022-61426788

022-61426788

0124-6111111

Blood bank

022-22663560

022-24451515

0124-2223202

Hospital

022-22620242

022-24451515

0124-6623000

Chemist

022-22004051

022-26404733

0124-2325705

Municipal wards

022-22661353

022-26422311

18601801817

1800227550

022-61615740

18001801615

2295

2295

2295

022-43688020

022-42363389

0124-4525420

Domestic airport

022-26264423

0124-3376000

0124-3376000

International airport

022-66850222

0124-3376000

0124-3376000

Power supply
agencies

Contact details of IT
Helpdesk
Contact details of
Admin Helpdesk

8.

8.1

Acceptable Use Policy for Email, Internet & Telephone

Facilities

Introduction

The Company provides telephone (mobile phones and land lines), Internet and email
facilities for business use to enable employees to perform efficiently and communicate
effectively with each other and clients. This policy applies to all employees of the
Crescendo Global Services Group of companies.
The purpose of this policy is to protect the quality and integrity of the Companys electronic
communications and to provide employees with standards of behavior when using them.
This document sets out guidelines for Email, Internet and telephone use by all employees
to ensure correct use and applies wherever those facilities are used. Any breach of policy
or misuse of electronic communications may constitute a disciplinary matter. Serious
breaches may lead to dismissal for gross misconduct.

8.2

Policy

It is the policy of the Company to encourage the use of its email and Internet services to
share information, to improve communication and to prohibit unauthorized and improper
use of these means of communication. Use of these facilities is permitted and encouraged
where such use is suitable for business purposes only, supports the goals and objectives
of the Company, is used in a manner that is consistent with the Companys standards of
business conduct and is part of the normal execution of an employees job responsibility.
Those who use the Companys Internet, email and telephone services are expected to do
so responsibly and must comply with this policy.
All messages sent or received through the Companys email network are the property of
the Company.

8.3

General Principles

Inappropriate communication using any of the Companys facilities may lead to legal
action against the Company and may lead to personal liability for you.
The following principles apply to all electronic communications sent by employees and all
use of the Internet if using the Companys access accounts or equipment. It also applies to
employees use of individual access accounts accessed via the Companys equipment.

8.3.1

Access

The Company reserves the right to designate those employees to whom it will provide
access to the Internet and electronic mail services, and may revoke access at any time to
persons who misuse the system. The Companys computer equipment and systems must
only be accessed and operated by those authorized to do so. Unauthorized use,
intentional interference with the normal operation of the network or failure to comply with
this policy will be regarded as gross misconduct and may lead to dismissal and possible
criminal prosecution.
Internet access is controlled and the Company reserves the right to prevent access to any
sites it deems unacceptable. Any employee attempting to evade or abuse the controls
instituted will be suitably disciplined and may be dismissed in appropriate circumstances.

8.3.2

Security

Problems may arise when unauthorized software is installed which is not compatible with
the approved build therefore downloading software to a Company computer is strictly
prohibited, unless authorized in writing by the IT Director.
Passwords, encryption keys and any confidential information relating to the Companys
systems must not be transmitted over the Internet or by email.
Employees must not change or use another persons files, output or user name for which
they do not have express authorization. Employees are required to use password
protection or log off their computer when away from it.
Email must not be used to request the automatic reception of messages from Bulletin
boards, Internet Web sites or anonymous originators, or to participate in chain letters.
Computer viruses constitute a security and system risk. Employees must not post,
transmit or distribute any material that contains a virus, Trojan horse, worm or other
harmful or disruptive component. Email messages are an increasing source of viruses,
particularly viruses sitting within attached documents. The Company uses anti-virus
software that continuously monitors for viruses (though occasionally a new virus may not
be identified by the software). If you think that you have been sent a document or email
that contains a virus, you must not open it at all. You should contact the Help Desk on
Desk via your telephone, email or the Intranet immediately. Do not open emails from any
unknown source.
You should be aware that the Internet is not a secure network and so it may be possible
for others to read a message as it passes through the network.
8.3.3

Usage of Email

With email messages often being drafted and sent more quickly than letters and faxes, all
employees need to ensure that correspondence is drafted with the same care and
professionalism as all other forms of business correspondence. If in any doubt, you should
speak to your Manager before sending the email.
Do not circulate or transmit any email containing any language or content that could be
considered as offensive, obscene or derogatory, defamatory, for or encouraging criminal
purposes, or damaging to the Companys image or reputation.
You must not send attachments with personal emails.
You must not send or receive non-business-related attachments including games,
programs, images or multimedia.
8.3.4

Usage of the Internet, Telephone Facilities and Data Storage

The Internet is an extremely useful business tool. If you have access to the Internet this is
to be used in a manner that is consistent with and appropriate to professional business
conduct. In particular, the following uses are strictly forbidden and doing so will be
regarded as a disciplinary matter and may lead to dismissal. These guidelines apply at all
times, not only during working hours and include accessing the Internet using a Company
computer at home or away from the office.
Employees must only use e-mail and other data communications systems (e.g. Slack) for
business purposes.

Prohibited uses:

To access or download games

To access, download or transmit pornographic, obscene or other sexually

explicit material

To access, download or transmit information which is or could reasonably be

construed as indecent or offensive

To access, download or transmit illegal material or material for a criminal purpose

To access, download or transmit material intended or likely to incite racial hatred

To access, download or transmit material to gain unauthorized access to or for the

corruption of the systems, data, networks or computer equipment of the company or
other individuals and organizations

For political activities

For gambling or soliciting for personal gain or profit

To buy goods or services unless you have express permission to do so from

your manager

To seek or offer goods or services for sale or free

To subscribe to or register with newsgroups or non-business related websites

To access web-based email systems

To access or download copyrighted material, including music and video files.

Data Storage:
The Companys Data Storage environment (including centralized and networked storage,
local hard disk drives and peripheral attached disk drives) must not be used to store
copyright material for personal use. The Companys systems must not be used to convert,
encode, copy or otherwise duplicate copyright material for personal use. Copyright
material may include music, video audio and images.
8.3.5

Monitoring of Email and Internet

To assist in managing network, Internet and e-mail resources, the use of the Internet and
email by employees, computer surveillance may be undertaken by the Company.
Computer surveillance is surveillance by means of software or other equipment that
monitors or records the information input or output, or other use, of a computer (including,
but not limited to, the sending and receipt of emails and the accessing of Internet
websites). Computer surveillance will also be undertaken via the physical examination of
the Companys servers or any of the Companys computer software or hardware.
The computer surveillance, as outlined in this policy is continuous and ongoing.
The intention of the computer surveillance is to monitor:

The general adherence of this policy by the Companys employees;

Website addresses visited by employees or Uniform Resource Locaters (URL)

including the date and time the sites were visited and the duration of the visit;

The content of any e-mails sent from or received by the Company network,
including the date and time any message was transmitted, received and opened
and the email addresses of the sender and receiver; and

Usage patterns in its e-mail and Internet communications.

As email and Internet services are provided for business purposes all emails sent to an
employee may be accessed by or sent directly to either the Human Resources Manager,
Asia Pacific and/or his/her Direct Manager. These may then be forwarded to senior
management.
Using computer surveillance, the Company may, in its absolute discretion, prevent, or
cause to be prevented, delivery of any email sent to or by, or access to an Internet website
by, an employee of the Company. The Company will give the employee notice as soon as
practicable by email or otherwise, that delivery of an email has been prevented unless:

The email or its attachment might breach any statute;

The email was a commercial electronic message or SPAM; or

The content of the email or any attachment to the email would or might have
resulted in an unauthorized interference with, damage to or operation of a
computer or computer network operated by the company or of any program run by
or data stored on such a computer or computer network; or

The email or any attachment to the email would be regarded by reasonable

persons as being, in all the circumstances, menacing, harassing or offensive.

In general, computer surveillance will usually be undertaken by IT Department in

conjunction with the Human Resources Manager. Any relevant surveillance record will be
forwarded to senior management. However, the Company reserves the right to retain
experts to assist in computer surveillance.
Any surveillance record made as a result of the Company carrying out or causing to be
carried out the computer surveillance of an employee at work will not be used or disclosed
unless that use or disclosure is:

Use or disclosure for a legitimate purpose related to the employment of the

Companys employees or its legitimate business activities or functions, or

Disclosure to a member or officer of a law enforcement agency for use in

connection with the detection, investigation or prosecution of an offence, or

Use or disclosure for a purpose that is directly or indirectly related to the taking of
civil or criminal proceedings, or

Use or disclosure that is reasonably believed to be necessary to avert an

imminent threat of serious violence to persons or of substantial damage to
property.

The Company retains the right to save and archive copies of any emails received, sent or
deleted from to your email address. This may include any personal emails.

8.3.6

Telephone Calls

The current telephone system enables a log to be kept of calls made and their duration. If
it appears that there are a lot of calls or lengthy calls that do not appear to be business
related you may be asked for an explanation and asked to pay for personal calls.
Telephone calls may be recorded, or listened to by management, for the reasons set out
in this policy document.
8.3.7

Confidentiality

Email can be inadvertently sent to the wrong address and can also be read by someone
other than the intended recipient. Caution must be exercised when communicating
proprietary, confidentially sensitive information or information relating to the Company
when using email systems and users should ensure that they have the authority to send it.
No client or customer related information should be sent over any public computer system
without the prior written consent of the client or customer.
8.3.8

Copyright

Employees must adhere to all relevant intellectual property and copyright laws and
Crescendo Global Services policies and procedures. Employees must not upload,
download or otherwise transmit any copyrighted materials belonging to parties outside the
Company without the copyright holders written permission. Employees are cautioned that
the rights of the owners of copyright must be respected.

8.3.9

Emails as Legal Documents

Employees should be aware that contracts that bind the Company can be created on the
Internet or by email. Employees must not enter into contracts or subscribe for, order,
purchase, sell or advertise for sale any goods or services on the Internet or by email,
unless with the express authorization of the Company.
Email messages are classified as legal documents. If you are sending email by Outlook,
and the content may at some time be required as evidence, you should ensure that you
have saved a copy of the email electronically (as a document or spreadsheet, not as an
email) or on paper.
8.3.10 Personal Use of Email and Internet
Email and Internet facilities are intended to assist you for work-related purposes. However,
limited personal use is permitted but this should never interfere with your work, other
employees work nor take up more than a few minutes at a time. Personal use is subject to
the terms and conditions of this policy. The use of web-based email systems such as
Hotmail and Yahoo is not allowed. Users are expected to respect and not abuse the
privilege of personal email and specifically must not:

Use Company email systems, content and mailing lists for personal gain

Directly or indirectly interfere with the operation of email services, and cause
unwarranted or unsolicited interference with the use of email systems by others

Interfere with employment duties, or other obligations to the Company; or

Burden the Company with noticeable system congestion and/or additional costs.
Any sources causing such congestion and/or additional costs will be blocked
automatically and will not be permitted access to our mail system.

Records arising from personal use of email will be treated no differently from other email
when applying this policy in respect of confidentiality, privacy, disclosure and technical
administration.
Personal messages should not be kept for longer than a month.
8.3.11

Web logs (Blogging), Social and Professional Networking & Personal

web sites Non Group Domains

The Company regards web logs and social networking sites, including but not limited to;
Bebo, Facebook and Youtube as primarily a form of communication and relationship
among individuals. When the Company wishes to communicate publicly as a company
whether to the market place or the general public it has well-established means to do so.
Only those officially designated by the Company have the authorization to speak on behalf
of the company.
If you choose to identify yourself as a Company employee (or ex-employee) or to discuss
matters related to the Companys technology or business on your website, blog or social
networking site as a personal project and a medium of personal expression you should
observe the following:

Inform your readers that the views expressed are yours alone and that they do not
reflect the views of the Company.

On the footer of each page or in a prominent position on Social Networking sites

publish, Not a Crescendo Global Services approved site and provide a link to the
official site(s).

Do not disclose any information that is confidential or proprietary to the Company

or to any third party that has disclosed information to the Company.

You must not make untrue, derogatory, defamatory or potentially harmful

comments about the Company, its clients, employees, contractors, agents,
partners, suppliers, affiliates or others.

Do not use company trademarks on your site or reproduce company material

without first obtaining permission.

The Company may request that you temporarily confine your website or blog
commentary to topics unrelated to the Company (or that you temporarily suspend
your website or blog activity altogether) if it believes this is necessary.

Crescendo Global Services recognizes and encourages the use of professional

networking sites such as Linkedin as a useful resource tool. Employees are advised that
any details of clients and candidates collected during the course of their employment at
Crescendo Global Services are considered to be confidential information of the Company.
8.4

Anti-Discrimination,
Harassment

Sexual

Harassment,

Workplace

Bullying

and

In using email or the Internet, employees must also abide by any relevant legislation and
the Companys policies on sexual harassment, workplace bullying and harassment and
anti-discrimination. Employees are not under any circumstances permitted to use email
or the Internet to issue a threat or to make slanderous comments. Such behaviour
constitutes an act that could result in both prosecution and instant dismissal.

8.5

Approvals for Posting Material on the Internet

Before employees post any Company material or notices on the Internet, they must obtain
the approval of Senior Management or the IT Director.
Employees must also obtain the permission from clients or staff before posting information
about them on the Companys website or Company intranet; this includes their logos,
pictures, personal information, client information etc.
8.6

Complaints Procedure

In the event that any employee receives any emails from co-employees, clients or other
persons which they regard as offensive or causes them any concern whatsoever they
should report that event to either the Human Resources Manager and/or their Direct
Manager.
8.7

Disciplinary Action

You are bound by this policy and these rules should be obeyed at all times. Any breach of
them will be regarded as a disciplinary matter, which could lead to dismissal for gross
misconduct for serious breaches. Criminal prosecution may also result.
8.8

Data Protection

Refer to the companys Privacy Policy (for candidate and clients) which can be found on
the Crescendo Global Services website.

9.

Mobile Phone Usage Policy

The following policy applies to all employees who have been provided with a
company Mobile phone or any telecom device.
9.1

Account Details

Carrier: All Crescendo Global Services India mobile phones operate on the Airtel mobile
network.
Administration: The account is administered by the Information Technology support desk
and local Administration Managers.
Mobile phones or devices are issued to employees for business use, at Crescendo Global
Services discretion.
9.2

User Responsibilities

Theft or loss
If your mobile phone or device is lost or stolen you must contact the IT Support Desk
immediately via either e-mail or phone and cc it to your local Administration Managers at
India@crescendogroup.in
Liability for equipment
Once issued with a mobile phone or device you are personally liable for any damage, loss
or theft of the equipment and will be required to reimburse the Company the full cost of
replacement handset.
As a guide Motorola
Moto E costs INR 7000/- to the business (incl. 12.5% VAT).
When a request is made for a replacement handset it must be accompanied by the
Handset Replacement Request form located on the Intranet under Corporate
Policies/Mobile Phones.
This form must be authorized by a Director.
Replacement handsets will not be issued until a completed form has been received by IT.
Replacement requests can take up to 5 working days to process.
9.3

Call Charges

Recipients of company mobile phones or Blackberry devices will be provided with a fixed
limit for business calls per month, as noted below.
Excess call charges will be deducted from the users net salary unless otherwise
approved by a Director.
Senior Consultants Senior Consultants will receive an INR 1,500/- bill per month which
roughly equates to 1,000 minutes of standard local calls or calls to mobile phones.*.
Monthly data fee will be covered by the business.

Managers Managers will receive an INR 2,000/- bill per month which roughly equates to
1,300 minutes of standard local calls or calls to mobile phones.*. Monthly data fee will be
covered by the business.
Directors Directors will receive an INR 2,500/- bill per month which roughly equates to
1,800 minutes of standard local calls or calls to mobile phones.*. Monthly data fee will be
covered by the business.
Regional Directors Regional Directors will receive an INR 3,000/- bill per month which
roughly equates to 2,300 minutes of standard local calls or calls to mobile phones.*.
Monthly Blackberry data fee will be covered by the business.
*Note: Calls made to interstate fixed lines and International locations are charged at
premium rates. Please consider using your office phone for these calls.
9.4

Usage

Employees must not use company Mobile phones or devices for any purpose that could
be considered questionable, controversial, offensive or that could potentially damage the
reputation of Crescendo Global Services International.
Employees should not use Mobile phones or Blackberry devices, including built in
cameras, to seek out, store or send any material of an offensive, obscene, threatening,
defamatory nature and such use could lead to disciplinary action.
9.5

Mobile number ownership

All numbers allocated to Crescendo Global Services mobile devices will at all times be the
sole property of Crescendo Global Services, this includes all numbers transferred by
individuals to the Crescendo Global Services Corporate mobile account.
Employees issued with a corporate mobile number should be aware that when leaving the
business the mobile number and any associated mobile hardware will remain with
Crescendo Global Services to ensure clients and candidates are able to contact the
business.
9.6

International call bar

All mobile phones or devices have an International call bar as standard. If you are going
overseas and Crescendo Global Services requires you to have the call bar lifted, you are
required to have your Director (in his or her absence your Director) send a request to the
IT Service Desk and your local Administration Managers asking that your IDD bar be lifted.
This e-mail will need to be submitted to the IT helpdesk and local Administration
Managers, at least 5 working days before travel.
Call charges incurred while travelling overseas will need to be itemized by the employee
and authorized by a Director, All personal calls will be deducted from an employees net
salary.
Please be aware that calls made to your mobile phone or device while you are travelling
overseas are charged to your mobile account, not the account of the person calling you.
Please ensure you advise people you are travelling overseas to avoid any unnecessary
call charges.

Maternity/Garden/Extended Leave
Your mobile phone or Blackberry device should be returned to your local Administration
Managers prior to commencement of leave. In certain circumstances a Director may
authorize your retention of the mobile phone or Blackberry device during this period if
there is a business need.
9.7

End of Employment

It is your responsibility to return your mobile phone, device and the charger to your
Manager, your Director or your local Administration Managers no later than your last day
of employment. If you do not return any of these items the cost will be deducted from your
final net salary and the mobile services suspended.

10. Grievance Procedure

10.1 Defining a Grievance
A grievance is a concern or complaint related to work or the work environment from an
employee. A grievance may be about any act, omission, situation or decision that an
employee thinks is unfair, discriminatory or unjust.
However, the concepts of what is or is not unfair, discriminatory or unjust may vary
culturally between countries, so Crescendo Global Services will be mindful of its legal
obligations in each country in this regard.
This procedure should be read in association with the companys Anti-Discrimination,
Sexual Harassment, Workplace Bullying or Harassment Policies in the relevant country, if
this applies.
The Companys grievance procedure is:
Confidential
No Victimization
Unbiased
Timely

Only the people directly involved in making or investigating a

Complaint will have access to information about the complaint
No action will be taken against anyone for making a complaint or
assisting someone to make a complaint.
Both sides will have a chance to put forward their case. All
relevant information will be collected and considered.
All complaints will be dealt with as quickly as possible.

This grievance handling procedure sets out the way in which the company will handle a
complaint. It is designed to help you.
10.2 What Should an Employee with a Grievance Do?
Step 1 Try to sort it out directly with the person involved if possible
The aggrieved employee should, if possible, tell the person who is alleged to be acting in a
hurtful or unsuitable way that their behavior is offending you so that they have the chance
to modify their behavior or to stop what they are doing.
Step 2 If this fails, go to your Manager or a Contact Officer
The Manager is in charge of an employees immediate work environment and may be able
to resolve problems on that level.
Contact Officers are staff who have been selected and trained by management to be the
first point of contact for people with complaints.
There are some situations where an employee may not want to take a complaint to a
Manager (for example if the complaint is of a sexual nature or is about their manager or if
for any other reason it is not appropriate for the complaint to be made directly to the
manager). If that is the case, the employee should take the complaint to a Contact Officer,
the next level management or proceed directly to Step 3.
All complaints taken to a manager or Contact Officer will be treated privately. Nothing will
be done without talking to the employee first and getting their agreement.

Step 3 Make a Formal Complaint

If the employee wishes to make a formal complaint, the Manager, head of
department or Contact Officer will take the following steps:
a)

Work out if they are the right person to deal with the complaint. They will send
the complaint (with the employees consent) to another manager or Contact
Officer if:

b)

They may be biased because of their relationship with the person

making the complaint or with the person the complaint is about; or

If they do not have enough power to handle the particular complaint.

If they are the right person to deal with the complaint, they will explain:

The grievance handling procedure including:

What may happen if there is enough evidence to support the complaint; or
What will happen if there is not enough evidence to support the complaint;

Where the employee can go if they are not happy with the way that the
company is dealing with the complaint; or

Refer the employee to the Human Resources Manager, Asia Pacific.

Step 4 Contact the Head of Human Resources and Payroll

The Head of Human Resources and Payroll will take the following steps:
a)

Take a written record of the complaint.

b)

Request that the employee completes a Grievance Form.

c)

Investigate the complaint by talking to the other person or people involved

separately and impartially to hear their side of the story. If the allegations are
serious, the services of an external investigator or solicitor may be engaged to
assist with the investigation.

d)

Communicate to the employee lodging the Grievance what the response of the
other person or people was and discuss; possible strategies to resolve the
complaint.

e)

Make recommendations about what course of action should be taken to resolve the
Grievance.

f)

Follow up with the parties to ascertain what action is taken and whether Grievance
has been resolved.

10.3 Appropriate Action

If the complaint is substantiated, findings may be made in relation to breaches of company
policy and/or legislation. In these circumstances, the following action may be appropriate:

A written apology; and/or

An official warning; and/or

Counseling; and/or

Disciplinary action which may include, but is not limited to demotion or dismissal

If the complaint is not substantiated, the following action may be appropriate:

Training for all staff on relevant issues such as equal opportunity law

Keeping a closer watch on the behavior of employees

If the complaint is frivolous then action in relation to the complaint should follow, for
example: Counseling for the person who made the complaint;

A written apology

An official warning

Disciplinary action which may include, but is not limited to demotion or dismissal

Follow up, including periodical assessments of the effectiveness of the agreed

strategies

10.4 Appeals
If an employee thinks that the Grievance Procedure was not followed properly or is
otherwise dissatisfied with the outcome of the complaint following use of the Grievance
Procedure, the employee can appeal to the a more senior manager.
They will look at the way that the complaint was handled. If they think it was handled
properly, they will not take any further action. If they think it was not handled properly, they
will organize for the complaint to be revisited. This may involve further investigation.
The review will be carried out by someone other than the person who first handled the
complaint.
10.5 Contact Officers
The following people are contact officers whom you can speak to about your complaint:
Human Resources Team Leader

+161 4693515