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Personnel
We are delighted you are part of our organization and hope that you will enjoy a long and successful career with us. As you become familiar with our culture and vision, we hope you will take advantage of opportunities to enhance your career at Hermes Legal goals. You are part of an organization that has a reputation for outstanding leadership, innovation, and expertise. Our employees use their creativity and talent to invent new solutions, meet new demands, and offer the most effective services/products in the legal industry. With your active involvement, creativity, and support, Hermes Legal will continue to achieve its goals. We sincerely hope you will be an important part of Hermes Legal success.
Equal Employment Opportunity
Hermes Legal provides equal employment opportunities to all applicants and employees. Hermes Legal administers and follow all aspects of the hiring process and employment without regard to race, religious creed (including religious dress and grooming practices), color, gender, sexual orientation, gender identity and expression (including gender-related appearance and behavior), sex (including pregnancy, childbirth, breastfeeding, or related medical condition), age, national origin, ancestry, citizenship, physical or mental disability (including HIV/AIDS), medical condition (including cancer and genetic characteristics), military or veteran status, status as a victim of domestic violence, sexual assault, or stalking, genetic information, marital or registered domestic partnership status, or any other protected classification, in accordance with applicable federal, state, and local laws. This policy applies to all areas of employment, including, recruitment, hiring, training, promotion, benefits, compensation, transfer, leaves of absence, discipline, termination, and all other terms and conditions of employment. Hermes Legal expressly prohibits any form of unlawful employee harassment or discrimination based on any of the characteristics mentioned above. Improper interference with the ability of other employees to perform their expected job duties will not tolerated. Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to bring these issues to the attention of HR. The Company will not allow any form of retaliation against individuals who raise issues of equal employment opportunity. If an employee feels he/she has been subjected to any such retaliation, he/she should bring it to the attention of HR immediately.
Diversity
Hermes legal is committed to creating and maintaining a workplace in which all employees have an opportunity to participate and contribute to the success of the business and are valued for
their skills, experience, and unique perspectives. This commitment is embodied in company policy and the way we do business, work and serve at Hermes Legal and is an important principle of sound business management.
Harassment and Discrimination
Hermes Legal is committed to a work environment in which all individuals are treated with respect and dignity. Everyone has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful harassment, discrimination and retaliation. Therefore, Hermes Legal expects that all working relationships will be business-like and free of harassment, discrimination, and retaliation. This policy is vital, both as part of our culture and for employment compliance. Anyone who believes they are the victim of unlawful harassment, discrimination, or retaliation, or who has witnessed unlawful harassment, discrimination or retaliation, should immediately report their concerns to HR or their immediate manager
Employee References and Verifications
Hermes Legal limits the information provided to people outside of Hermes Legal for current and former employees. This is done to protect Hermes Legal and its current and former employees. Parties with negative intentions sometimes contact a company to gain personal information on current or former employees. If you give references as a private citizen, you should not represent those opinions as those of Hermes Legal. Any requests for employment verifications should be directed to HR. No other employee is authorized to provide an employment verification regarding another employee. Absent a legal obligation to provide additional information, HR will only provide the following information regarding employees: Date of hire Date of termination Most recent job titles Salary information is only disclosed with written authorization from the individual (for example, loan or housing inquiries).
Code of Conduct
We expect employees to act in a professional manner, and we aim to build a culture of trust and accountability to support the same. We seek to foster an environment that encompasses
Safety First
Our employees are our most valuable assets, and their health and safety is our first priority. Safety is essential to all business functions and is never compromised under any circumstance. Everyone shares in the responsibility for maintaining a safe workplace and conducting business in a way that minimizes risk to you and others. All employees should follow safety rules and inform your manager of any potential safety hazards upon observing them. In the event an accident occurs in the workplace, notify your manager or HR immediately.
Workplace Violence
The Company will not tolerate violence or threats of violence in any form in the workplace, at work-related functions, or outside the workplace if such behavior affects the workplace. All employees, customers, vendors and business associates must be treated with courtesy and respect at all times. You are expected to refrain from conduct that may be dangerous to others. Conduct that threatens or intimidates another employee, customer, vendor or business associate will not be tolerated. Hermes Legal resources may not be used to threaten, stalk or harass anyone at the workplace or outside the workplace. Indirect or direct threats of violence, incidents of actual violence and suspicious individuals or activities should be reported as soon as possible to HR, or any member of senior management. When reporting a threat or incident of violence, you should be as specific and detailed as possible.
Job Abandonment
As responsible employees, we are contributing towards business needs and goals. You are expected to be available within reasonable working hours and communicate about your work progress, regardless of your work location. If you are unable to report to work, you should contact your manager as soon as possible. As part of that communication expectation, if you know you will be unavailable for all or part of a day, you are required to inform your manager beforehand for approval. If you have conflicts or scheduling questions, please speak with your manager or HR as soon as possible. An absence of three (3) days without contacting your manager is considered job abandonment and will be processed as a voluntary resignation from employment. Excessive absences, abuse of Hermes Legal Time off policies, failure to report absences on time, and excessive tardiness may lead to disciplinary action.
Full Time Employee
Employees who are not classified as temporary workers. Employees who are onboarded with no defined end date and are at will. They are paid through Hermes Legal payroll and are regularly scheduled to work forty (40) hours per week. These employees are eligible for all Hermes Legal sponsored events and Hermes Legal -sponsored benefits.
Agency Contractors
A contractor contracts with the company to do a particular piece of work. They are used when a specialized skill set is needed to complete a project, augment workload, cover a leave, or help with peak times. Contractors are typically onboard for up to 12 months. They are paid as per the agency. They are eligible for Hermes Legal sponsored events if seated in the Hermes Legal premises but not eligible for benefits.
Medical, Dental / Vision / Health Check and Health Insurance
recognizes the value of benefits to employees and their families. The company supports employees by offering a comprehensive and competitive benefits program.
Group Term Life Insurance
Contract between an insurance policy holder or an organization and an insurer or assurer, where the insurer pays a designated beneficiary a sum of money (the benefit) in exchange for a premium, upon the death of an insured person.
Gratuity
In order to be eligible for gratuity, the number of employees in the company has to be more than 10. Every employee should also have completed a minimum of 5 years of uninterrupted service in the company. In Case of Death or Disability: In case the employee is unable to complete the five years of service due to death or disablement, he will be awarded gratuity as if he had originally completed five years of service. That is, he will be deemed to have completed five years of service for the purpose of the Act. But the amount of gratuity will be on the actual number of years completed and not five years. Minimum 5 Years Service: To be eligible for the gratuity, you must have the service of 5 years. The service of the 5 years should be in one job. Your previous service period would not be
Provident Fund Policy
EPF is the main scheme under the Employees’ Provident Funds and Miscellaneous Provisions Act, 1952. The scheme is managed under the aegis of Employees' Provident Fund Organisation (EPFO). For most employees in the private sector, the basic salary on which the contribution is calculated is 12%. For example, if the monthly basic salary is INR 30,000, the employee contribution towards his or her EPF would be INR 3,600 a month (12 percent of basic pay). At Hermes Legal INR 3,600 per paycheck is deducted. (Private Limited Companies can opt for 1800 times 2 to be deducted from employees monthly pay period.) We would like to give the opportunity to all employees who wish to contribute 12% of their basic towards PF. Basically 24% will be deducted per paycheck to contribute towards PF. Interested employees, please contact your local HR and this can be processed accordingly.
National Pensions System
National Pension System (NPS) is a government-sponsored pension scheme. It was launched in January 2004 for government employees. However, in 2009, it was opened to all sections. The scheme allows subscribers to contribute regularly in a pension account during their working life. National Pension System ( NPS ) is a voluntary, defined contribution retirement savings scheme designed to enable the subscribers to make optimum decisions regarding their future through systematic savings during their working life. NPS seeks to inculcate the habit of saving for retirement amongst the citizens.
Performance Improvement Plan
A performance improvement plan (PIP), also known as a performance action plan, is a great way to give employees the opportunity to succeed while still holding them accountable for past performance. It is critical to allow for an open dialog and feedback from the employee to help determine whether the employee has been provided all the tools and resources necessary for him or her to be successful. PIPs may be used to address either challenges to meet specific job performance-related issues or behavior-related concerns. PIPs may lead to several different outcomes, including improvement in overall performance, recognition of a skills or training gap, or possible employment actions such as termination.
Time Off
The company grants leave entitlement to its employees under the following categories: Category Days Annual Leaves 15 Casual / Sick Leaves 12 Special Leaves 3 Declared Holiday 11 Optional Holiday 1
Leave without Pay (LOP)
Employees who have no leave balance left, may apply for LOP. Granting this kind of leave is purely at the discretion of the management. This should be reported to HR immediately for further processes. Leave without pay includes working days only. The duration of this leave will also be at the discretion of the employee’s manager and HR based on the employee's personal situation. However, this will be assessed on a case-by-case basis. This is a joint decision between HR line manager and VP of Engineering. Employees should be able to explain to the management the actual reason for loss of pay. Leave Policy for Consultants / Contractors / Interns All Consultants and Contractors need to follow their parent companies’ terms and conditions. Interns are entitled for one day leave per month. This can be assessed on a case-by-case basis. Any unutilized leave in this category will lapse at the end of the calendar year There will not be any encashment of leave at the time of separation.
Resignation
Although we hope your employment with us will be a mutually rewarding experience, we understand that varying circumstances may cause you to voluntarily resign employment. If you are resigning, you are encouraged to provide at least one full month’s notice, preferably in writing as per your offer letter. where you will be actively working to facilitate a smooth transition out of the organization. HR will take action and help with further process.
