←

Global Clicks
Employee Handbook

You don’t have to be a leader, but you must have the

mindset of a leader.



Disclaimer: This handbook aims to let employees at Global Clicks know their rights and duties toward Global Clicks. It also documents Global Clicks rights and duties toward its employees. In certain circumstances, exceptions can be made to these policies, but those exceptions shall never be considered privileges, precedents, and/or policies. While the handbook touches upon most rights, duties, responsibilities, expectations, issues, etc., pertaining to an individual’s employment at Global Clicks, it may not address every situation an employee may encounter during their employment.

Employees’ Rights

Every employee has the right:

  • To be compensated on Pay Day, as laid out in this Employee Handbook.
  • To be compensated for the amount that has been fairly calculated for their work based on the nature of their contract or the Status of Departure from the company.
  • To work in an environment that is safe, clean, and hygienically habitable for them.
  • To receive a clear set of responsibilities expected of them as part of their role in the company.
  • To receive a handbook that addresses most, if not all, situations that may or may not arise during their work tenure at the company.
  • To receive instructions, requests, orders, or any form of communication that’s completely free of confusion and ambiguity.
  • To question and get clarity on the instructions, requests, orders, or any form of communication that is not clear.
  • To practice their religion and perform any religious duties that are compulsory per their religious beliefs, provided that practicing the aforementioned doesn’t affect their daily productivity or hinder them from completing their assigned tasks in a timely manner.
  • To raise valid complaints about issues that hinder their daily work or disrupt their work routine in any way to the right authority that’s directly responsible for taking care of that issue.
  • To request allotted Leaves per the official leave schedule and get compensated for the days approved as leaves.
  • To request a half day, emergency leave, emergency break, etc., when the possibility of an alternative solution isn’t present or applicable.
  • To request a reduction in work due to any unavoidable circumstances.
  • To request a change in work schedule, Shift Timings, tasks assigned, Break Timings, and compensation structure.
  • To request a temporary or permanent Dress Code exemption for unavoidable reasons or circumstances.
  • To request a change, addition, or improvement to something that affects their work, work schedule, daily work routine, arrival to work, and/or departure from work.
  • To be treated equally and fairly by their colleagues, managers, supervisors, team members, etc., regardless of their religious, political, and social beliefs.
  • To be treated equally and fairly by their colleagues, managers, supervisors, team members, etc., regardless of age, gender, skin color, physical defects, family background, caste, religion, sect, and ethnicity.
  • To professionally dispute a Warning issued to them due to low performance, bad behavior, lack of discipline, insubordination, and unprofessional attitude.
  • To request, once they have completed their day’s tasks, an early end of the shift but not before 75% of their shift has been completed.
  • To report to the right authority any behavior that’s considered racism, discrimination, ad hominem, harassment, and/or physical assault.

Employees’ Duties

Every employee has the duty to:

  • Comply with all the duties stated in this Employee Handbook.
  • Complete the work that’s assigned to them on a daily basis.
  • Complete their daily work within their shift time.
  • Comply with an authority’s decision on an employee’s submitted request.
  • Dispute a warning, raise a question, present an argument on a policy, request a change, and voice concerns only professionally and by initiating communication through email only.
  • Dispute a warning, raise a question, present an argument on a policy, request a change, and voice concerns only professionally and by initiating communication through email only.
  • Accept the consequences, penalties, rewards, and changes resulting from fulfilling a submitted request.
  • Send every and all requests within the timeframe specified by the company.
  • Accept the consequences, penalties, rewards, and changes resulting from sending a late request or not sending the request at all.
  • Ensure the safety of the company’s equipment and prevent or avoid any acts that may harm, damage, destroy, or break any piece of the company’s equipment.
  • Ensure the safety of their colleagues, peers, managers, supervisors, team members, and all office staff from their hands, actions, and speech.
  • Act professionally, morally, and ethically.
  • Make communication clear, vivid, and understandable without ambiguities, vagueness, and confusion.
  • Ensure their presence and actions don’t make the office environment unhygienic and dirty.
  • Ensure their presence, actions, and speech don’t make the office environment unsafe for others.
  • Ensure their availability on “mandatory” work days.
  • Follow the instructions or orders given by their managers, supervisors, department heads, and higher-ups in a timely manner.
  • Accept the objections, rejections, and alternatives solutions proposed by their managers, supervisors, department heads, and higher-ups in response to the employee’s any and all types of requests.
  • Follow the dress code laid out in the Employee Handbook.
  • Treat everyone equally regardless of gender, age, skin color, religion, religious beliefs, political beliefs, social beliefs, caste, physical defects, language, and ethnicity.
  • Abide by the contents of the warning letter issued to them due to their low performance, behavioral issues, disciplinary problems, violation of office policies, and lack of professionalism.
  • Abide by the contents of the suspension letter issued to them due to their low performance, behavioral issues, disciplinary problems, violation of office policies, and lack of professionalism.
  • Abide by the contents of the termination letter issued to them due to their low performance, behavioral issues, disciplinary problems, violation of office policies, and lack of professionalism.

Pay Day

Salaries are disbursed between the 5th and the 10th of every month. All unresolved pay-related disbursements are to be made in the next month.

Status of Departure


Resignation (one month)

Compensation will be calculated on a pro-rated basis from the day of resignation until the last day of service.

Resignation (immediate)

No compensation or as finalized by the HR manager after the final meeting. No compensation without a final meeting.

Termination (Performance Based)

Compensation will be calculated on a pro-rated basis for the number of days worked.

Termination (Violation of Code)

No compensation or as finalized by the HR manager after the final meeting. No compensation without a final meeting.

Shift Timings


Shift Length

Full-time Shift = 8.5 hours
Part-time Shift = 5.5 hours

Production Department

9 A.M. to 1 A.M. (Multiple Shift Timings During This Timeframe)

Sales Department

4 P.M. to 6 A.M. (Multiple Shift Timings During This Timeframe)

Human Resource

2 P.M. to 1 A.M. (Multiple Shift Timings During This Timeframe)

I.T

2 P.M. to 1 A.M. (Multiple Shift Timings During This Timeframe)

Break Timings


Break Length

Meal Break = 30 minutes
Smoke Break = 5 minutes (Two allowed at manager’s discretion)

Production Department

First Break – After 50% of the shift
Second Break – After the first group returns

Sales Department

After 50% of the shift is complete

Dress Code


Allowed

Jeans, Chinos, Dress Pants, Dress Shirts, Casual Shirts, Collared T-shirts, Shalwar Qameez, Formal Shoes, Sneakers, and Traditional Sandals.

Not Allowed

Torn Pants, Shirts/t-shirts with Slogans, Crew-neck T-shirts, Shorts (any type), Pajamas, Extremely Tight Tops and Bottoms, Party Wear, and Flip Flops.

Leaves


Total

24

Breakdown

Sick Leaves – 8
Casual Leaves – 8
Annual Leaves – 8
No more than 2 leaves per month are allowed unless a notice of 1 month is furnished.

Emergency Leaves

Employees can use their sick, casual, or annual leaves or a combination of all three as emergency leaves by presenting adequate proof of the reason for absence and after approval from the HR manager.

More than 2 Leaves

A 15-day notice is required for a leave of more than 2 days.

Warnings


Warning for Policy Violation

Verbal

Given verbally and then sent a notice by email. Remains in effect for 3 months.

Written

Given through email and hard copy. Remains in effect for 3 months. The employee being warned needs to sign the hard copy and write a statement not to commit the same violation again.

Final

Given through email and hard copy. Remains in effect for 3 months. The employee being warned needs to sign the hard copy and write a statement not to commit the same violation again.
A written or final warning or a termination letter may be issued on the first violation, depending on the severity of the incident.


Warning for Low Performance

Verbal

Given verbally and then sent a notice by email. Remains in effect for 3 months. Issued after the first month of low performance.

Written

Given through email and hard copy. Remains in effect for 3 months.
Issued after the second consecutive month of low performance.

Final

Given through email and hard copy. Remains in effect for 3 months.
Issued after the third consecutive month of low performance.
A written or final warning or a termination letter may be issued if the performance is significantly below the low-performance threshold.
An incident of low performance within the effective period of the previous warning will result in the issuance of the next level of warning.