Employ code of Conduct

1. Introduction

This Code of Conduct outlines the principles and expectations that govern behavior at Dsolutions. It is designed to promote professionalism, respect, and a positive work culture while ensuring compliance with company policies and ethical standards.

2. Company Values

At Dsolutions, we uphold the following core values:

  • Integrity: Honesty and ethical behavior in all dealings.
  • Teamwork: Collaboration and mutual support to achieve common goals.
  • Innovation: Encouraging creativity and continuous improvement.
  • Customer Focus: Prioritizing client satisfaction and delivering quality solutions.
  • Accountability: Taking responsibility for actions and commitments.

3. Behavior in the Workplace

Employees are expected to maintain professionalism in the workplace:

  • Respect for colleagues: Treat all coworkers with respect, regardless of role.
  • Communication: Maintain open, clear, and respectful communication.
  • Collaboration: Work cooperatively and supportively with team members.
  • Conflict resolution: Address disputes constructively and professionally.
  • Work ethics: Be punctual, responsible, and committed to high-quality work.
  • Professional appearance: Maintain appropriate workplace attire and grooming.

4. Conduct Outside of Work

Employees are representatives of the company at all times and must adhere to the following:

  • Social media usage: Exercise caution and responsibility when discussing company-related matters online.
  • Representing the company: Maintain professionalism in all external interactions.
  • Conflict of interest: Avoid situations that could create conflicts between personal and company interests.

5. Harassment and Discrimination

Dsolutions maintains a zero-tolerance policy towards harassment and discrimination. Any such incidents should be reported immediately, and strict action will be taken.

6. Confidentiality and Data Security

Employees must safeguard sensitive company information, client data, and intellectual property. Any unauthorized sharing of information will result in disciplinary action.

7. Compliance with Laws and Regulations

All employees must comply with applicable laws, regulations, and industry standards while conducting business.

8. Consequences of Violations

Violations of this Code of Conduct will lead to disciplinary action, which may include:

  • Verbal and written warnings
  • Salary deductions
  • Suspension or termination
  • Legal penalties where applicable

9. Reporting Mechanisms

Employees can report any violations confidentially through HR. There will be no retaliation for reporting in good faith.

10. Review and Updates

This document will be reviewed periodically to ensure its relevance and effectiveness.

11. Acknowledgment

Employees must sign an acknowledgment form to confirm their understanding and acceptance of this Code of Conduct.

12. Communication Protocol: Developers and Clients

a. Developers Directly Contacting Clients

  • For the first three years from a project’s start, developers are strictly prohibited from contacting clients directly without prior approval from project managers or designated leads.
  • This restriction applies to all forms of communication, including emails, phone calls, and meetings.

b. Clients Directly Contacting Developers

  • Clients are required to communicate through designated project managers or liaisons during the initial three-year period to ensure proper management and documentation.

c. Penalty for Violation

  • Any breach of this communication protocol will result in a penalty amounting to ten times the total project value.
  • This penalty is automatic and will be applied without further inquiry or explanation.
  • By signing this agreement, employees acknowledge and accept this penalty in case of a violation.

13. Probation Period Terms

At Dsolutions, all new employees undergo a probation period. This serves as a mutual evaluation phase for both the employee and the company. The following guidelines apply:

a. Performance-Based Employment Decisions

  • Satisfactory performance: The employee will be officially recruited.
  • Low performance: Employment will be terminated without salary compensation.
  • Moderate performance: The company may pay up to INR 3,000 as a compensation amount.
  • NDA Rules: Regardless of performance, NDA rules remain in effect for three years after employment ends.

b. Post-Recruitment Conduct and Penalties

  • If an employee causes project delays due to poor time management, communication, or work quality, Dsolutions reserves the right to terminate employment.
  • Salary will be calculated based on actual output delivered before termination.
  • In cases of moderate performance before termination, the company may provide up to INR 3,000 as compensation.
  • NDA rules will continue to apply for three years post-employment.

c. Confidentiality and Direct Client Communication

  • Employees are strictly prohibited from leaking project information or directly contacting clients during and after employment (for up to three years).
  • If a client initiates contact, the employee must report it to management.
  • Any breach of this rule will result in severe penalties, including legal action and financial fines.

d. Absence Without Notice (AWOL Policy)

If an employee is unresponsive or inactive with the team for three (3) consecutive working days without prior intimation or approval, it will be treated as voluntary abandonment of employment (left without notice).
In such cases:

  • The company reserves the right to terminate employment immediately without notice or final payment.
  • No experience or relieving letter will be provided.
  • NDA and post-employment restrictions will still apply for three years.

14. Work Policies and Compensation

a. Attendance and Punctuality

  • Employees must adhere to work schedules. Repeated absenteeism or tardiness without valid reasons will result in salary deductions.

b. External Work Prohibition

  • Employees cannot engage in freelancing or external projects during work hours. Violations will lead to salary deductions and possible termination.

c. Work Tracker Monitoring

  • The company uses work tracker software to assess productivity. Any violations, including extended inactivity or fraudulent reporting, may lead to disciplinary action or salary deductions.

d. Leave Requests

  • Employees must provide valid proof for leave requests. Failure to do so may result in salary deductions.

e. Continuous Violations

  • Consistent breaches of performance expectations, freelancing policies, or work ethics will lead to immediate termination without salary payment.

f. Absence Without Notice (AWOL Policy)

If an employee is unresponsive or inactive with the team for three (3) consecutive working days without prior intimation or approval, it will be treated as voluntary abandonment of employment (left without notice).
In such cases:

  • The company reserves the right to terminate employment immediately without notice or final payment.
  • No experience or relieving letter will be provided.
  • NDA and post-employment restrictions will still apply for three years.

15. Intellectual Property Protection

a. Ownership of Work

  • All code, designs, documents, and any intellectual property created during employment belong to Dsolutions.
  • Employees are prohibited from using, sharing, or claiming ownership of company-created intellectual property.

b. External Code Usage

  • Employees may not use company code or proprietary methods for personal projects or external work.
  • Violation of this policy will result in legal action and financial penalties.

c. Enforcement

  • Regular audits will be conducted to ensure compliance.
  • Any breach will result in termination and legal proceedings.

16. Compassionate Support Program

Dsolutions acknowledges that employees may face personal hardships. The company offers financial assistance under specific conditions:

a. Eligibility

  • Employees experiencing severe family issues or emergencies may apply for support.

b. Financial Assistance

  • The company may provide up to INR 3,000 as a one-time support amount under its social responsibility program.

c. Confidentiality

  • All requests will be handled with strict confidentiality.

Note: This program is discretionary and subject to approval by management.

17. Internship Terms & Conditions

  1. Probation Period:
    • All internships will have a minimum probation period of 20 days.
    • If performance is satisfactory during the 20-day probation, the full 3-month internship will begin.
  2. Stipend & Payment:
    • The stipend for the internship will only be provided upon successful completion of the full 3/6-month internship with satisfactory performance.
    • Stipend will never be paid on a monthly basis, nor will it be provided partially upon an intern’s request.
    • Interns who pause or discontinue or mislead or performance not satisfactory or neglecting the internship before completing the full 3-month period will not be eligible for any stipend under any circumstances.
    • The probation period will not include any financial payment under any circumstances.
  3. Binding Nature of Internship Policy:
    • Irrespective of any appointment letters, call letters, or offer letters, the above terms are final as per company management policy.
    • If any conflicting information appears in any appointment letters, call letters, or offer letters, please contact HR immediately, as those documents will be considered mistakes and discarded by the HR Department.

2. Employment Terms & Conditions

  1. Probation Period:
    • All employments will have a minimum 1-month probation period.
    • If performance is satisfactory during the probation period, full employment will commence.
    • No financial payment will be provided for the probation period under any circumstances.
  2. Binding Nature of Employment Policy:
    • Irrespective of any appointment letters, call letters, or offer letters, the above terms are final as per company management policy.
    • If any conflicting information appears in any appointment letters, call letters, or offer letters, please contact HR immediately, as those documents will be considered mistakes and discarded by the HR Department.

3. Governing Law & Jurisdiction

  1. Any legal, financial, or any other type of complaint will be handled strictly under the laws of Telangana.
  2. Any disputes or legal matters shall be settled only in the Telangana court premises.

18. Experience & Internship Letters

  1. Discretionary Issuance:
    • The company may issue experience letters or internship completion letters to employees and interns at its sole discretion, even if their performance has not met satisfactory standards.
    • Such letters may be given as a goodwill gesture to support the individual's future career opportunities.
  2. Not a Performance or Conduct Certification:
    • Experience letters and internship letters shall not be considered as official certifications of performance, conduct, or skill level.
    • The issuance of these letters does not imply that the intern or employee has met company expectations or standards.
  3. Not a Legal Proof of Employment or Association:
    • These letters do not serve as legal proof of employment or any contractual relationship with the company.
    • The company does not assume any legal responsibility for their use in any employment, financial, or legal matter.
    • As per Indian contract law and employment regulations, the issuance of such letters does not create an employer-employee relationship in legal terms unless explicitly stated in a legally binding contract.
  4. Legal Disclaimer:
    • The company reserves the right to issue, modify, or withhold experience and internship letters at its discretion.
    • No individual shall claim legal employment status, financial dues, or other benefits solely based on the issuance of such letters.
    • Any legal dispute arising out of such claims shall be governed by the laws of Telangana, and all matters shall be handled exclusively in Telangana court premises.

19. Agreement Acceptance

By accepting the offer letter, the Intern/Employee agrees to all the above terms. No further modifications will be accepted under any circumstances.

Last Updated: January 1, 2024