index/metadata.json

[
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_0",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "Employee Handbook Last Modified: September 1st, 2024 Contents Introduction ................................ ................................ ................................ ..... 4 Workplace Orientation ................................ ................................ .................... 4 Employment Status ................................ ................................ ........................ 5 Employment At Will ................................ ................................ ........................ 5 Employee Responsibilities ................................ ................................ .................... 5 Workweek and Workday ................................ ................................ ................... 5 Time Clocks and Time Cards ................................ ................................ ............. 5 General Attendance Requirements ................................ ................................ ...... 6 Work from Home ................................ ................................ ........................... 6 Problem Resolution ................................ ................................ ........................ 7 Personal Appearance ................................ ................................ ...................... 7 Health Safety ................................ ................................ ............................... 7 Employee Relationships ................................ ................................ .................. 8 Policy Against Harassment ................................ ................................ ............... 8 Activity Permission ................................ ................................ ......................... 9 Confidentiality ................................ ................................ .............................. 9 Intangible Property ................................ ................................ ....................... 10 Restraint of Trade, Non-Compete, and Cooling Off Period ................................ ......... 11 Solicitation ................................ ................................ ................................ . 11 Cell Phone Usage ................................ ................................ .......................... 12 Computer, E-Mail and Internet Policy ................................ ................................ . 12 Tobacco Use ................................ ................................ ................................ 13 Grievance Procedure ................................ ................................ ...................... 13 Copyright Violation ................................ ................................ ........................ 13 Data Theft ................................ ................................ ................................ .. 13 Separation from the Company ................................ ................................ ......... 14 Exit Interviews ................................ ................................ ............................ 14 Final Settlement ................................ ................................ .......................... 14 Return of Property ................................ ................................ ........................ 15 Acceptability ................................ ................................ ............................... 15 Work Rules ................................ ................................ ................................ . 15 Level 1 Actions ................................ ................................ ............................. 16 Level 2 Actions ................................ ................................ ............................. 16 Level 3 Actions ................................ ................................ ............................. 17 Disciplinary Procedures ................................ ................................ ................... 18 Employee Benefits ................................ ................................ .............................. 18 Referral Program ................................ ................................ .......................... 18 Game Room ................................ ................................ ................................ 18 Holidays and Holiday Pay ................................ ................................ ................ 18 Pay Period and Paychecks ................................ ................................ ............... 19 Leaves ................................ ................................ ................................ ....... 19 Sick Leaves ................................ ................................ ................................ . 19 Casual Leaves................................ ................................ .............................. 20 Annual Leaves ................................ ................................ ............................. 21 Hajj Leave ................................ ................................ ................................ .. 22 Maternity Leave ................................ ................................ ........................... 23 Paternity Leave ................................ ................................ ............................ 23 Bereavement Leave ................................ ................................ ...................... 24 Unauthorized Leaves ................................ ................................ ..................... 24 Unapproved Absence Without Pay ................................ ................................ ..... 25 Leave Encashment ................................ ................................ ....................... 25 Other Benefits ................................ ................................ ................................ ..."
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_1",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "Paychecks ................................ ................................ ............... 19 Leaves ................................ ................................ ................................ ....... 19 Sick Leaves ................................ ................................ ................................ . 19 Casual Leaves................................ ................................ .............................. 20 Annual Leaves ................................ ................................ ............................. 21 Hajj Leave ................................ ................................ ................................ .. 22 Maternity Leave ................................ ................................ ........................... 23 Paternity Leave ................................ ................................ ............................ 23 Bereavement Leave ................................ ................................ ...................... 24 Unauthorized Leaves ................................ ................................ ..................... 24 Unapproved Absence Without Pay ................................ ................................ ..... 25 Leave Encashment ................................ ................................ ....................... 25 Other Benefits ................................ ................................ ................................ ... 25 Loans & Advance Salary ................................ ................................ ................. 25 Maternity (Pregnancy) Benefit ................................ ................................ .......... 26 Company Maintained Vehicle ................................ ................................ ............ 27 Healthcare Insurance –For Self & Spouse ................................ ............................ 27 EOBI: ................................ ................................ ................................ ........ 30 Provident Fund ................................ ................................ ............................. 30 Introduction We are providing you this employee handbook to introduce you to our policies. The handbook will describe some of the more important employee benefits and obligations. Our business is constantly changing, and therefore MartechSol reserves the right to change all of our policies, including those covered in this handbook, at any time. You will be informed of any changes in policy through posting on portal or through other appropriate means. If you are uncertain about any policy or procedure, please check with your Supervising Authority. Workplace Orientation Orientation Training and Initial Evaluation Period All employees will receive orientation training at the beginning of employment with MartechSol. This period of orientation will include familiarization with MartechSol work policies, disciplinary policies, job duties, and reporting responsibilities. Upon completion of orientation, all employees will undergo evaluation during the first ninety (90) calendar days of employment. If performance is unsatisfactory for any reason during this period of time, the employee may be immediately dismissed from employment. At the end of this 90-day period, the employee’s Supervising Authority will determine if the employee’s performance warrants continued employment. If the employee’s performance is not up to the Supervising Authority’s expectations in terms of quality of work, output, behavior, or any other performance indicator, the employee will not be confirmed for further employment at the company after this 90-day period. It is"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_2",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "unsatisfactory for any reason during this period of time, the employee may be immediately dismissed from employment. At the end of this 90-day period, the employee’s Supervising Authority will determine if the employee’s performance warrants continued employment. If the employee’s performance is not up to the Supervising Authority’s expectations in terms of quality of work, output, behavior, or any other performance indicator, the employee will not be confirmed for further employment at the company after this 90-day period. It is also up to the Supervising Authority to end the probation period at any point before 90 days and either confirm or terminate the employee. The Supervising Authority is required to make a decision regarding the confirmation of an employee after 90 days. If the Supervising Authority requires more time to evaluate an employee further, (s)he has the right extend the probation period. Confirmation If performance exceeds expectations, an employee may receive a salary increment upon confirmation. The date of confirmation depends on date of joining and performance. Revised salaries for employees that are confirmed before the 15th of a given month will be effective from the 1st of that same month. On the other hand, revised salaries will be effective from the 1st of the following month for employees that are confirmed after the 15th of a given month. For example, if someone is confirmed on the 10th of April, the revised salary will be effective from the 1st April, however if they are confirmed on the 16th of April, the revised salary will be effective from the 1st of May. Casual and sick leaves will also be assigned on a pro-rata basis based on this calculation. Employment Status A “regular full-time employee” is any employee who is employed to work on a year-round basis, and who is regularly scheduled to work their full shift hours. Employment At Will All employees are employed on an \"at-will\" basis. This means that employees are not employed for any specific term or period of time, and that the employer may terminate the employment relationship at any time for any reason. Similarly, employees may"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_3",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "a pro-rata basis based on this calculation. Employment Status A “regular full-time employee” is any employee who is employed to work on a year-round basis, and who is regularly scheduled to work their full shift hours. Employment At Will All employees are employed on an \"at-will\" basis. This means that employees are not employed for any specific term or period of time, and that the employer may terminate the employment relationship at any time for any reason. Similarly, employees may resign and terminate employment with MartechSol at any time and for any reason with prior notice of 30-90 days depending on their role within the organization. No employee has any authority to change the nature of this relationship through any statements, representations, or conduct. The at-will relationship may be changed only through written and signed authorization of the Supervising Authority. Employee Responsibilities Workweek and Workday The normal workweek shall consist of full shift hours, six days per week, in accordance with the employee’s assigned working schedule. The first three Saturdays of each month shall be observed as off days, while the last Saturday of every month shall be considered a half-day consisting of six and a half working hours. A one-hour lunch/dinner break shall be allocated in all shifts. • Evening Shift 1: 4:00 pm - 12:30 am, • Evening Shift 2: 6:00 pm - 2:30 am. • Night Shift 1: 7:00 pm - 3:30 am, • Night Shift 2: 9:00 pm - 05:30 am. Smoking Breaks: There is a maximum of 3 breaks allowed in a workday (other than lunch/dinner break). These breaks are not to be longer than 5 minutes. If any other break is required, the employee is to contact his or her Supervising Authority for approval. Time Clocks and Time Cards All employees shall use the portal to record their starting time and ending time. For wage payment purposes, time worked will be figured to the nearest tenth of an hour. Sharing login information (username and password) is strictly prohibited. Each person is to use their own login information to time in at work. If any"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_4",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "5 minutes. If any other break is required, the employee is to contact his or her Supervising Authority for approval. Time Clocks and Time Cards All employees shall use the portal to record their starting time and ending time. For wage payment purposes, time worked will be figured to the nearest tenth of an hour. Sharing login information (username and password) is strictly prohibited. Each person is to use their own login information to time in at work. If any discrepancy is observed in the time in or time out process, harsh disciplinary action will be taken against the person or persons involved. In case an employee forgets to time in or is unable to time in, they are to submit a trouble ticket to the Human Resources department. It is the employee’s responsibility to maintain their time sheet accurately. Monthly salary will be calculated according to the time sheet. Employees who want to change their work shift should contact their Supervising Authority for approval. Necessary paperwork and legitimate reason are required for the shift change process. The decision to change the shift of an employee is at the discretion of the Supervising Authority. General Attendance Requirements Regular and prompt attendance of employees is essential to our business. Employees who cannot meet our attendance requirements will be subject to counseling and disciplinary action. Excessive absenteeism or tardiness will result in termination of employment. The Supervisor has the authority to mark a half day, day off, or full day at his/her discretion. • Late Coming: Late coming is permitted till 20 minutes from your shift start time. If you arrive after 20 minutes of your shift start time, then it will be considered as a late arrival. 4 late arrivals in a month will be considered as a half day off. In addition, an employee is to inform his/her Supervising Authority if they will be more than 30 minutes late to work. • Early Out: If you need to leave before your shift ends, verbal approval is mandatory from your Supervising Authority. There will be no deductions for early out. •"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_5",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "20 minutes of your shift start time, then it will be considered as a late arrival. 4 late arrivals in a month will be considered as a half day off. In addition, an employee is to inform his/her Supervising Authority if they will be more than 30 minutes late to work. • Early Out: If you need to leave before your shift ends, verbal approval is mandatory from your Supervising Authority. There will be no deductions for early out. • Half Day: Half day will be marked if you arrive 2 hours after your shift start time. If you complete less than six and a half hours on any given day, then it will also be considered as a half day off. • Full Day: Employees who spend less than 2 hours at work on any workday will be marked absent that day. • Employees who are late to work on any given workday are still responsible to complete all the work assigned to them. If they are unable to, they should contact their Supervising Authority immediately. If an employee arrives at work after 1 hour of their shift start time, by default, the 8.5 hours shift has to be completed. If an employee is more than 1 hour late and wants to leave early (without completing the total (8.5 hr.) shift time), he/she has to contact their Supervising Authority for approval. • For employees who are unable to complete at least 50% of their work during a workday, the Supervising Authority reserves the right to decide the status of the workday (full day, off day, half day) is at his or her discretion. Work from Home In case of emergency (bad weather, temporary disability, unrest in city, etc.) when employees cannot reach work, they will be requested to work from home. In case an employee has personal valid reason(s) as to why they cannot reach work, they can work from home requesting approval from their Supervising Authority. The approval of this request is at the Supervising Authority’s discretion. If less than 30% of the work has been completed, the"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_6",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "his or her discretion. Work from Home In case of emergency (bad weather, temporary disability, unrest in city, etc.) when employees cannot reach work, they will be requested to work from home. In case an employee has personal valid reason(s) as to why they cannot reach work, they can work from home requesting approval from their Supervising Authority. The approval of this request is at the Supervising Authority’s discretion. If less than 30% of the work has been completed, the day will be counted as a full day off. If 30-70% of the work has been completed, it will be counted as a half day. If more than 70% of the work has been completed, it will be counted as a full day. Work can be submitted no later than 3 hours after the end of the employee’s regular shift timing. If the work is not submitted within the given time, it will not be marked as work provided for the same day. If an employee faces problems submitting their work within the given duration and wants to submit their work later, approval is required from their Supervising Authority. Problem Resolution If an employee faces difficulty or problems related to anything within the workplace, it is their responsibility to submit a trouble ticket through the Portal. There is no need to contact the Supervising Authority unless their ticket has not been addressed for more than 24 hours. You are requested to use this trouble ticket system for your computer, admin and HR related issues. How to use this system: 1. If you have any computer, admin, or HR related issue, go to the tickets link in the portal and select ‘Submit a ticket’. 2. Select the concerned department for your problem e.g. if your mouse, keyboard, CPU or LCD is not working properly, please select “Networking”. If there is any issue with your attendance or payroll, select “Human Resources”. If there is any issue with fan, AC, kitchen item etc. please select “Admin department”. 3. Once your trouble ticket is submitted, you may view the status of your ticket from"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_7",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "go to the tickets link in the portal and select ‘Submit a ticket’. 2. Select the concerned department for your problem e.g. if your mouse, keyboard, CPU or LCD is not working properly, please select “Networking”. If there is any issue with your attendance or payroll, select “Human Resources”. If there is any issue with fan, AC, kitchen item etc. please select “Admin department”. 3. Once your trouble ticket is submitted, you may view the status of your ticket from ‘View open tickets’ link. As soon as your ticket is submitted, the company will make every possible effort to resolve your issue on an urgent basis. There is also a messaging feature in this trouble ticket system. If there is any update related to your ticket, you will receive a message within your open ticket. Similarly, if you want to send any message related to your problem, you can also do that from ‘View open tickets’ section. Once your issue is resolved, your ticket will be closed. You may view your closed tickets from ‘View your closed tickets’ section. This system will help resolve your issues quickly and will allow you to view status of your open tickets. Personal Appearance A company is judged by its employees, as well as by its products and services. All employees are expected to maintain good standards of personal neatness, including hair, clothes, and shoes. Casual to business-style dress is appropriate. Employees should be neatly groomed and clothes should be clean and in good condition. Leisure clothes such as cut-offs or halter tops are not acceptable attire for the business office. Health Safety If an employee has had a contagious illness or serious health issue which may affect the health of other employees (e.g. chicken pox, flu), a doctor’s written permission to return to work will be necessary. Employee Relationships MartechSol employs a number of people and, as a result, you will be working with people whose personalities may differ from yours. It is your responsibility to get along with all of your co-workers. A spirit of cooperation shown by all of us will"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_8",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "an employee has had a contagious illness or serious health issue which may affect the health of other employees (e.g. chicken pox, flu), a doctor’s written permission to return to work will be necessary. Employee Relationships MartechSol employs a number of people and, as a result, you will be working with people whose personalities may differ from yours. It is your responsibility to get along with all of your co-workers. A spirit of cooperation shown by all of us will help to accomplish our purpose of providing new customers with the best possible service. This does not mean that you need to become a personal friend of all your co-workers, but it does mean that you should treat your co-workers with respect. Regardless of your personal opinions, your fellow employee should be treated exactly as you would like to have that person treat you. Senior employees should remember that they were once new employees and therefore should do everything possible to aid new employees in acclimating themselves to their new jobs. Policy Against Harassment MartechSol is committed to maintaining a work environment that is free of discrimination and harassment. In keeping with this commitment, we will not tolerate harassment of our employees by anyone, including any supervising authority, co-worker, vendor, client, or customer. Harassment consists of unwelcome conduct, whether verbal, physical, or visual, that is based upon a person’s protected status, such as sex, color, race, ancestry, religion, national origin, age, physical handicap, medical condition, disability, marital status, veteran status, citizenship status, or other protected group status. MartechSol will not tolerate harassing conduct that affects tangible job benefits, that interferes unreasonably with an individual’s work performance, or that creates an intimidating, hostile, or offensive working environment. Sexual harassment deserves special mention. Unwelcome sexual advances, requests for sexual favors, and other physical, verbal, or visual conduct based on sex constitute sexual harassment when (1) submission to the conduct is made a term or condition of employment, (2) submission to or rejection of the conduct is used as the basis for an employment decision, or (3) the conduct has the purpose or"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_9",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "unreasonably with an individual’s work performance, or that creates an intimidating, hostile, or offensive working environment. Sexual harassment deserves special mention. Unwelcome sexual advances, requests for sexual favors, and other physical, verbal, or visual conduct based on sex constitute sexual harassment when (1) submission to the conduct is made a term or condition of employment, (2) submission to or rejection of the conduct is used as the basis for an employment decision, or (3) the conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. Sexual harassment may include explicit sexual proposition, sexual innuendo, suggestive comments, sexually oriented “kidding” or “teasing,” “practical jokes,” jokes about gender-specific traits, foul or obscene language or gestures, displays of foul or obscene printed or visual material, and physical contact, such as patting, pinching, or brushing against another’s body. All employees are responsible for helping to assure we avoid harassment. If you feel that you have experienced or witnessed harassment, you should immediately notify your Supervising Authority. MartechSol forbids retaliation against anyone who has reported harassment. It is our policy to investigate all such complaints thoroughly and promptly. To the fullest extent practicable, MartechSol will keep complaints and the terms of their resolution confidential. If an investigation confirms that harassment has occurred, MartechSol will take appropriate corrective action, including discipline up to and including immediate dismissal from employment. Activity Permission MartechSol is concerned with outside activities of employees only where such activities might involve a conflict of interest with MartechSol best interests. A conflict of interest exists if an employee has a private financial interest or other relationship outside MartechSol that is detrimental to the best interests of MartechSol. You shall not without prior written consent of the company, engage directly or indirectly, in any trade, business or occupation or any other income generation activity. If an employee desires to attend an academic institution during his/her employment, (s)he must receive permission from the company by submitting relevant documentation. It is mandatory to fill the Activity Permission form for approval. An employee should"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_10",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "private financial interest or other relationship outside MartechSol that is detrimental to the best interests of MartechSol. You shall not without prior written consent of the company, engage directly or indirectly, in any trade, business or occupation or any other income generation activity. If an employee desires to attend an academic institution during his/her employment, (s)he must receive permission from the company by submitting relevant documentation. It is mandatory to fill the Activity Permission form for approval. An employee should discuss any possible conflict of interest with the HR Department as full disclosure and open knowledge are essential. For the employee’s own protection, written approval should be obtained in all cases where a possible conflict of interest is involved. Other possible conflict of interest situations may include any type of “moonlighting work” or a second job, which interferes with the employee’s work for MartechSol, any type of external business relationship with MartechSol, any of its competitors or any of its customers, and any type of public activity which may affect adversely on MartechSol. Confidentiality MartechSol is a service provider that creates, completes, and delivers work for clients that do not want our involvement disclosed in their projects. The ownership of the work we create for our clients is transferred over to them and they hold the copyright to the work delivered. Disclosing such work may result in Copyright Infringement, so it is in your, and the company’s best interest, to not share involvement in such work. Moreover, employees are prohibited from maintaining records of confidential information or intellectual property on personal e-mail accounts, computers, hard drives, smart phones, cloud, or online. Both during employment with MartechSol and after separation, employees are not permitted to disclose to any third party or share any confidential information that is made available to you. Confidential information includes, but is not limited to: • Web copy, eBooks, Press Releases, Reports, Infographics, Articles, Blogs, and/or any copy that was created or revised for clients while employed at MartechSol is the property of either the clients or MartechSol. Disclosing involvement in such projects to those outside the"
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  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_11",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "online. Both during employment with MartechSol and after separation, employees are not permitted to disclose to any third party or share any confidential information that is made available to you. Confidential information includes, but is not limited to: • Web copy, eBooks, Press Releases, Reports, Infographics, Articles, Blogs, and/or any copy that was created or revised for clients while employed at MartechSol is the property of either the clients or MartechSol. Disclosing involvement in such projects to those outside the company, mentioning it on your CV or resume, and/or making public your involvement in such projects is prohibited. • Search Engine Optimization strategy, campaigns, processes, proposals, accounts for posting, list of clients, contact information of clients, content created or revised for client is confidential information. Mentioning your involvement and/or disclosing such information to those outside the company or on your CV or resume is considered breach of policy. • Client Information, leads, pricing strategy, proposals, account information, portal information, samples, and promotional campaigns are the intellectual property of MartechSol. They may neither be disclosed nor shared with those outside the organization. • Sensitive company information, such as employee contact details, software code, promotional campaigns, client list, project(s) details, performance evaluation system, and in-house software. • Any and all such information is either MartechSol’s or its Client’s intellectual property. Immediately upon termination of employment, or at any other time upon the company’s request, all employees will return to the Company: • All memoranda, notes and data, and computer software and hardware, records or other data/documents compiled by the employee or made available to the employee during the employee’s employment with the company concerning the business of the company, its affiliates, or their customers. • All other Confidential Information that is disclosed to you during employment. • All physical and intellectual property of the company or its affiliates, including without limitation, all the content, information, plans, files, records, documents, lists, equipment, supplies, promotional materials, keys, vehicles, and similar items and all copies there of or extracts there from. Disclosure of such information while employed or after separation from MartechSol is unethical, and"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_12",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "company concerning the business of the company, its affiliates, or their customers. • All other Confidential Information that is disclosed to you during employment. • All physical and intellectual property of the company or its affiliates, including without limitation, all the content, information, plans, files, records, documents, lists, equipment, supplies, promotional materials, keys, vehicles, and similar items and all copies there of or extracts there from. Disclosure of such information while employed or after separation from MartechSol is unethical, and such actions will be considered intellectual property theft. Furthermore, you cannot claim ownership of any project or developed content/material in any manner. For example, giving a reference on your CV to a specific website for which you developed content while working at the Company is prohibited. Any project or client details relating to your work carried out at this company cannot be mentioned on your CV. Intangible Property During your course of employment with MartechSol, you will come across information that is private to those outside the organization. Such information is the intellectual (intangible) property of the company. You may not at any time, during or after employment with MartechSol, have or claim any right, title, or interest in any trade name, trademark, patent, copyright, work for hire, or other similar rights belonging to or used by the company and shall not have or claim any right, title, or interest in any material or matter of any sort prepared for or used in connection with the business or promotion of the company, whatever your involvement with such matters may have been, and whether procured, produced, prepared, or published in whole or in part by you. MartechSol, or its clients, have and will retain the sole and exclusive rights in any and all such trade names, trademarks, patents, copyrights, material, and matter unless transferred over to a third party. Any and all documents, software, or copy that was created for MartechSol, its clients, or its affiliate brand names, is the intellectual property of the company or its clients. You may not claim ownership, maintain personal records of, or disclose your involvement"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_13",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "or in part by you. MartechSol, or its clients, have and will retain the sole and exclusive rights in any and all such trade names, trademarks, patents, copyrights, material, and matter unless transferred over to a third party. Any and all documents, software, or copy that was created for MartechSol, its clients, or its affiliate brand names, is the intellectual property of the company or its clients. You may not claim ownership, maintain personal records of, or disclose your involvement in the creation or modification of such information, software, or projects. Restraint of Trade, Non-Compete, and Cooling Off Period Any current or separated employee is prohibited from incorporating a new company or starting a new business in the same industry before the time of at least 24 months. Employee shall not, on his or her own behalf or behalf of others, hold any ownership interest in any business engaged in the following industries: • Copywriting • Online Marketing • SEO • SMO • Ghostwriting • Industries that MartechSol, or any of its brand names, are currently or in the process of operating in Employee agrees and covenants that the use of sensitive and confidential information that is made available, in certain circumstances, may cause irreparable damage to MartechSol and its reputation. Therefore, employee shall not until the expiration of two years after the termination of the employment, through any corporations or associates in any business, form a business that is directly competitive with company for a period of two years. Since the region or territory in which MartechSol operates is based online, the jurisdiction of the restraint of trade is not limited to a specific city, state, or country. Forming an organization that is based in any city MartechSol operates in, and/or creation of an online business is a breach of policy. Failure to comply with activity permission, restraint of trade, confidentiality, intangible property, non- disclosure, and non-compete will result in immediate termination. The Company also reserves the right to take appropriate legal action upon breach of policy both during employment and after separation. Solicitation Both during employment with the"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_14",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "not limited to a specific city, state, or country. Forming an organization that is based in any city MartechSol operates in, and/or creation of an online business is a breach of policy. Failure to comply with activity permission, restraint of trade, confidentiality, intangible property, non- disclosure, and non-compete will result in immediate termination. The Company also reserves the right to take appropriate legal action upon breach of policy both during employment and after separation. Solicitation Both during employment with the company and for a period of two (2) years following the termination/ resignation of employment with the company at any time and for any reason, employee’s will not, directly or indirectly, on the employee’s own behalf or on behalf of any other person or entity, hire or solicit to hire for employment or consulting other provision of services, any person who is actively employed or engaged (or in the preceding six months was actively employed or engaged) by MartechSol. This includes, but is not limited to, inducting or attempting to induce, or influencing or attempting to influence, any person employed or engaged by the company to terminate his or her relationship with the company. MartechSol reserves the right to take appropriate legal action against solicitation of employees. Furthermore, both during the employee’s employment and after separation from the company at any time and for any reason, the employee will not directly or indirectly, on the employee’s own behalf of any other person or entity, solicit the business of any Customer or any other entity with which MartechSol has worked with or discussed the possibility of any work, at the time of employee’s termination, to provide services to such entity (a “Contractor”). Client information is confidential, and MartechSol reserves the right to take legal action upon disclosure of private information. Cell Phone Usage Employees shall not use cell phones for personal purposes while engaged in work activities. If the employee needs to use the cell phone for important personal reasons, the employee shall excuse themselves from the premises. Keep your cell phone on silent/vibrate. Use it responsibly, and make sure that"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_15",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "of employee’s termination, to provide services to such entity (a “Contractor”). Client information is confidential, and MartechSol reserves the right to take legal action upon disclosure of private information. Cell Phone Usage Employees shall not use cell phones for personal purposes while engaged in work activities. If the employee needs to use the cell phone for important personal reasons, the employee shall excuse themselves from the premises. Keep your cell phone on silent/vibrate. Use it responsibly, and make sure that you do not disturb others while answering your calls. Computer, E-Mail and Internet Policy MartechSol maintains certain policy requirements for use of its “electronic communication systems.” “Electronic communication systems” include computers, file servers, electronic information storage systems, internal and external electronic mail systems, voice mail systems, local area networks and any other system or technology used now or in the future by MartechSol to store or transmit data of any kind electronically. Our policy requires the following: 1. Employees shall use the electronic communications systems for business purposes. 2. MartechSol electronic communications systems and all information transmitted or received by, or stored or contained in, these systems are the property of MartechSol. No employee shall have any property rights in or expectation of privacy for any information, even if of a personal nature, communicated or received through MartechSol electronic communications systems. MartechSol may review, delete and copy any such information without first obtaining the consent of the employee who created, sent or received the information. No employee, including system administrators and Supervising Authority, shall use any electronic communications systems for purposes of satisfying idle curiosity about the affairs of others. There must be a business purpose for obtaining access to the files or communications of others. 3. No employee shall use the electronic communications systems in a manner that constitutes a violation of provincial or federal law or that is offensive to others. 4. Due to the threat to system stability posed by computer viruses and system incompatibility, no employee shall install or download software from the Internet or elsewhere on his or her computer without the supervision of the"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_16",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "There must be a business purpose for obtaining access to the files or communications of others. 3. No employee shall use the electronic communications systems in a manner that constitutes a violation of provincial or federal law or that is offensive to others. 4. Due to the threat to system stability posed by computer viruses and system incompatibility, no employee shall install or download software from the Internet or elsewhere on his or her computer without the supervision of the office administrator. If you have any questions about the policy or its administration, please contact your Supervising Authority. Violations of the policy may result in disciplinary action up to and including termination. USBs cannot be used on any office computer. If necessary, please contact the System Administrator. The completion of assigned work is the employee’s responsibility. If an employee has any issues regarding their PC or internet, they are to raise a trouble ticket immediately. The use of the following is prohibited: • Social media websites (e.g. Facebook) • Chatting websites (e.g. Meebo) • Chatting applications (e.g. MSN Messenger, Skype) • Online gaming websites (e.g. miniclips.com) • E-mail sites (e.g. Hotmail) • Political Websites • Pornography Tobacco Use MartechSol maintains a smoke-free workplace for all of its employees, which is why smoking is prohibited in the workplace. Employees who must smoke are encouraged to do so away from company property and during work and/or meal breaks only. Grievance Procedure MartechSol has a grievance procedure to make sure that problems and complaints an employee has concerning his or her treatment or working conditions is called to our attention. This does not include computer-related issues or similar technical issues. For such problems, the trouble ticket system is provided. Employees with a problem should take the following steps: 1. Explain the problem to your immediate Supervising Authority. Allow 48 hours for an answer. 2. If you are still not satisfied, put your grievance in writing and submit it to MartechSol President via the Feedback Form on the Portal. If possible, a decision will be given within three working days. Copyright Violation Any work"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_17",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "include computer-related issues or similar technical issues. For such problems, the trouble ticket system is provided. Employees with a problem should take the following steps: 1. Explain the problem to your immediate Supervising Authority. Allow 48 hours for an answer. 2. If you are still not satisfied, put your grievance in writing and submit it to MartechSol President via the Feedback Form on the Portal. If possible, a decision will be given within three working days. Copyright Violation Any work performed within the premises of MartechSol for its clients, employees, or the Company itself is under the sole ownership of MartechSol or those that the company transfers the rights to. Employees cannot claim ownership of this work or use it outside company premises for other purposes; this includes creating personal records on computers or e-mail accounts that aren’t the property of MartechSol. Employees cannot use this work as reference to anyone else either, unless they get written consent from MartechSol. Listed below are some examples of copyright violation: Showing, sharing, using, creating a personal record of, or claiming ownership or involvement in the creation of: • Copy written • Software developed • Client contact information • Payments received at MartechSol • Intellectual property Data Theft Any data relating to MartechSol, its clients, or employees is under the sole ownership of MartechSol. Employees cannot use or transmit this data, as it is not under their ownership. Employees cannot use this data as reference either. Archiving such work on external hard drives, online, cloud, and/or on computers that are not property of MartechSol is a breach of policy. Separation from the Company • Prior to Confirmation: o Minimum one day notice period, or as communicated in the offer letter, is required during probationary period on behalf of the employee. o If employee performance/behavior is not up to Company expectations, then the Supervising Authority has the right to end the probation period and terminate the employee. • After Confirmation: o The employment relationship may be terminated either by you or by the company with a prior written notice of one month or salary"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_18",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "• Prior to Confirmation: o Minimum one day notice period, or as communicated in the offer letter, is required during probationary period on behalf of the employee. o If employee performance/behavior is not up to Company expectations, then the Supervising Authority has the right to end the probation period and terminate the employee. • After Confirmation: o The employment relationship may be terminated either by you or by the company with a prior written notice of one month or salary in lieu thereof, unless mentioned below. It is, however, understood that no notice is required in case your services are terminated on grounds of misconduct, willful neglect of duty, breach of trust or any other dereliction of duty or misdemeanor prejudicial to the interest of the company. It is further understood that any financial indebtedness of yours, standing to the detriment of the company’s prestige will amount to a very serious misdemeanor towards the company o A minimum notice period of at least 30 days is to serve unless listed below otherwise: Managerial Roles Vice Team Lead 30 days Team Lead 60 days Group Team Lead 90 days Exit Interviews All employees separating from MartechSol must complete an exit interview with their immediate supervisor. An exit interview gives the Human Resource Department the opportunity to obtain feedback from employees as they transition out of their positions. Final Settlement All employees must undergo a final settlement before they separate from the organization. All adjustments will be made according to below mentioned procedures: • Before Salary is Processed: If any employee resigns before the salary is processed of any given month, their adjustments (loans, advances, pro-rata leaves, etc.) will be made in the same month and the salary will be deposited along with the rest of the employees. The remaining amount of the following month’s salary will be processed as per the payroll process. No adjustments will be made in the following salary except for early exit. For example, someone resigns on the 20th of April and his last working day is the 20th of May, the adjustments will be made in"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_19",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "adjustments (loans, advances, pro-rata leaves, etc.) will be made in the same month and the salary will be deposited along with the rest of the employees. The remaining amount of the following month’s salary will be processed as per the payroll process. No adjustments will be made in the following salary except for early exit. For example, someone resigns on the 20th of April and his last working day is the 20th of May, the adjustments will be made in the month of April’s salary. The salary for the remaining days of the notice period to be served in May will be processed with May’s payroll with Early Exit deduction of 11 days (21st May-31st May). • After/At the time salary is processed: If any employee resigns once the salary is processed of any given month, their adjustments (loans, advances, pro-rata leaves, etc.) will be made in the following month and the salary will be deposited along with the rest of the employees. For example, someone resigns on 25th of April and his last working day is on the 25th of May, the adjustments will be made in the month of May’s salary. Return of Property Employees who separate from MartechSol service must return all issued property such as identification cards, health insurance card, company-maintained vehicle, and intellectual property of the organization. Acceptability Any changes in Policies, Rules, and Code of Conduct will first be shared through the MartechSol Portal. A reasonable period of time will be allotted to discuss suggestions and amendments in changes before its implementation. Timing In to work after date of implementation implies that you understand and will abide by organization policy. Work Rules Any work performed within the premises of MartechSol is under the Company’s ownership and/or its clients. Employees cannot claim ownership of any work done in or for MartechSol, neither can they use it in the future. All work performed at MartechSol has to be done in a legal and ethical manner so there is never any copyright violation. Employees shall perform their assignments within the specifics of the position description. Employees who"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_20",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "and will abide by organization policy. Work Rules Any work performed within the premises of MartechSol is under the Company’s ownership and/or its clients. Employees cannot claim ownership of any work done in or for MartechSol, neither can they use it in the future. All work performed at MartechSol has to be done in a legal and ethical manner so there is never any copyright violation. Employees shall perform their assignments within the specifics of the position description. Employees who consistently fail to confirm to the specifics of their position description or exhibit inappropriate behavior or poor performance shall be required to meet with their supervisor. This meeting will attempt to identify the problems, find ways to improve the situation and suggest adequate solutions, concluding with a recommended course of action and an appropriate time frame in which the employee will be expected to improve to the satisfaction of MartechSol. Details of the meeting will be documented, signed by all parties as a correct representation of points discussed and placed in the employee’s personal file. Disciplinary action and corrective measures are taken at the discretion of the Management at MartechSol. The possible steps for disciplinary action are: 1. Counseling/Verbal Warning 2. One or more formal written warnings through email 3. Issuance of Notice 4. Suspension 5. Dismissal The choice of options depends on the seriousness of the behavior. Exceptions or deviations from the progressive discipline sequence may occur whenever the Supervising Authority, in conjunction with the President/Director, deems that circumstances warrant. For level 1 offense, discussions between the employee and his or her supervisor will occur to allow the employee to correct the situation. When a warning notice is issued, it becomes a part of an employee's record and is considered when evaluating an employee for promotion, transfer, training or additional discipline. Various offenses have been divided into different levels according to severity. Three warning notices within twelve (12) months’ time, regardless of the type of level offense, will result in discharge. Level 1 Actions These actions are taken for behaviors such as: • Unauthorized or excessive absence, tardiness or"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_21",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "to correct the situation. When a warning notice is issued, it becomes a part of an employee's record and is considered when evaluating an employee for promotion, transfer, training or additional discipline. Various offenses have been divided into different levels according to severity. Three warning notices within twelve (12) months’ time, regardless of the type of level offense, will result in discharge. Level 1 Actions These actions are taken for behaviors such as: • Unauthorized or excessive absence, tardiness or early timing out • Unauthorized time away from work station • Slowing or interfering with the work of other employees • Failure to notify supervisor of incompletion of assigned work before leaving • Obscene, abusive, harassing, or disruptive language or behavior • Failure to perform assigned job responsibilities • Failure to follow prescribed work procedures • Failure to notify supervisor of absences • Neglect of organization property • Excessive personal use of cell telephone and/or email • Work shifts not completed Procedure For Dealing with Level 1 Behavior: These procedures are at the discretion of the Supervising Authority. • Counseling/Verbal warning • Formal written warning in the form of email • Issuance of notice • Suspension Level 2 Actions These are more serious and must be dealt with firmly and immediately. Typical behaviors in this level include: • Reoccurring tardiness without reasonable explanation • Absences without approved leave • Refusal to comply with instructions of a supervisor • Conduct endangering the safety of the employee, co-workers or members • Working when ability is impaired by the use of alcohol, and/or illegal drugs • Unscheduled leaving from the workplace without informing supervisor • Habitual sleeping during work hours • Unauthorized use of organization materials and supplies • Fighting or threatening violence in the workplace • Unauthorized possession of weapons on organization property • Knowingly timing in another employee • Sharing portal login info • Inappropriate usage of internet, or any usage of internet unrelated to work during work hours • Harassing or bullying coworkers Procedure for dealing with Level 2 behavior: These procedures are at the discretion of the Supervising Authority."
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_22",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "supervisor • Habitual sleeping during work hours • Unauthorized use of organization materials and supplies • Fighting or threatening violence in the workplace • Unauthorized possession of weapons on organization property • Knowingly timing in another employee • Sharing portal login info • Inappropriate usage of internet, or any usage of internet unrelated to work during work hours • Harassing or bullying coworkers Procedure for dealing with Level 2 behavior: These procedures are at the discretion of the Supervising Authority. • Issuance of Notice • Suspension or probation • Termination Level 3 Actions These are behaviors that are serious enough to justify either a suspension or, in extreme situations, termination of employment without following the preceding disciplinary steps. Behaviors for which immediate termination can be justified include, but are not limited to, the following: • Sexual harassment • Involvement in any income-generating activity without the consent of supervising authority • Insubordination, or the refusal to comply with the specific instructions of a supervisor in the context of an assigned job duty • Falsification of personnel records, time records, or any other organization documents and records • Fighting during work time or on work premises • Use of, or possession of, alcohol or illegal drugs during work time or on work property • Damaging, defacing, or misusing organization property or the property of coworkers • Theft, misappropriation, embezzlement, unauthorized possession or removal of organization property or the property of employees or customers • Immoral or indecent conduct which occurs on organization property • Possession of explosives, firearms, or other dangerous weapons on work premises • Failure to report an absence for a three-day period without a satisfactory explanation • Unauthorized release of work-related data or information • Continued unsatisfactory job performance • Violation of the organization's conflict of interest/ethical standards • Data theft: Stealing any digital or other type of data (e.g. email, company records, client records) which belongs to MartechSol. • Copyright violation: Showing ownership of specific work performed at MartechSol. Discussion of clients, websites, revenue generated, payments, or any work-related details outside the Company’s premises. • Other behaviors that,"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_23",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "a three-day period without a satisfactory explanation • Unauthorized release of work-related data or information • Continued unsatisfactory job performance • Violation of the organization's conflict of interest/ethical standards • Data theft: Stealing any digital or other type of data (e.g. email, company records, client records) which belongs to MartechSol. • Copyright violation: Showing ownership of specific work performed at MartechSol. Discussion of clients, websites, revenue generated, payments, or any work-related details outside the Company’s premises. • Other behaviors that, in the opinion of the Supervising Authority, seriously threaten the well- being of co-workers. In case of any ambiguity, please contact your supervising authority. Procedure for dealing with Level 3 behavior: These procedures are at the discretion of the Supervising Authority. • Suspension • Termination Disciplinary Procedures MartechSol may use progressive discipline as a means of enforcing minor violations of the work rules. Progressive discipline may include steps such as counseling, written warning, and suspension. Depending on the nature of the misconduct and the position involved, steps in the process may be omitted or employment may be immediately terminated. The decision whether to apply progressive discipline in any particular situation will rest within the sole discretion of management. Examples of misconduct which will usually result in immediate discharge include theft, fighting or physical assault, insubordination, dishonesty, falsification of time cards, production records, or other Company documents, possession of alcohol or illegal drugs in the workplace, and disloyalty or breach of confidentiality. This list is not intended to limit our right to discharge in other situations when we believe termination of employment is appropriate. Employee Benefits Referral Program Any employee can benefit from the referral program by referring qualified friends or acquaintances. The employee who has referred an individual is eligible for a PKR. 5,000 bonuses once the new candidate joins the organization. Game Room In order to promote a relaxed environment and provide employees with more forms of entertainment, MartechSol has set up a game room. This game room is accessible during lunchtime, so the morning shift has access to it from 1:30-2:30 pm and the evening/night shift has access"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_24",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "benefit from the referral program by referring qualified friends or acquaintances. The employee who has referred an individual is eligible for a PKR. 5,000 bonuses once the new candidate joins the organization. Game Room In order to promote a relaxed environment and provide employees with more forms of entertainment, MartechSol has set up a game room. This game room is accessible during lunchtime, so the morning shift has access to it from 1:30-2:30 pm and the evening/night shift has access from 9:00-10:00pm. The game room can also be used after work. Females are to use the game room on Monday, Wednesday, and Friday during lunchtime. Males should use the game room on Tuesday, Thursday, and Saturday during lunch hour. Holidays and Holiday Pay MartechSol observes all Federal holidays as paid holidays. Due to our nature of work, employees may be asked to work on specific holidays, according to their availability. They will be awarded compensatory leave allowance or compensatory leave (employee’s choice), which they can utilize at their convenience. To qualify for holiday pay, an employee must have worked his or her regularly scheduled shift on the day preceding the holiday and must work his or her regularly scheduled shift on the day following the holiday. Pay Period and Paychecks For pay calculation purposes, the workweek (or “pay period”) will commence 12:01 a.m. on Sunday morning and end at 12:00 p.m. on Saturday evening. Employees will be paid monthly on (payday), for the preceding month. If payday falls on a holiday, then paychecks will be provided the day before the holiday. Employees are expected to immediately report any mistakes in their paychecks. Underpayments will be corrected as soon as possible. If it is not practical to issue an employee a new paycheck to correct any overpayment, the overpayment will be deducted from the employee's next paycheck. Salary deduction for days off will be on “per-day” basis. {(Gross Salary x Present days) / Total working days}. Payroll for June and December The salary for June and December will be processed and transferred during the first week of July and January respectively."
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_25",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "their paychecks. Underpayments will be corrected as soon as possible. If it is not practical to issue an employee a new paycheck to correct any overpayment, the overpayment will be deducted from the employee's next paycheck. Salary deduction for days off will be on “per-day” basis. {(Gross Salary x Present days) / Total working days}. Payroll for June and December The salary for June and December will be processed and transferred during the first week of July and January respectively. This is to ensure that the transition from the current to the revised salary is smooth and all adjustments for the preceding month are processed correctly. Leaves Prior to Confirmation: • No leaves are allowed prior to your confirmation. • In case you skip a day, you will be marked absent, and your salary will be deducted for the day. • Prior approval from your supervising authority is required for situations where you would be unable to come into work. • If you are absent from work as a result of sickness or any other unforeseeable personal matter, you are required to notify your supervisory authority or the HR department by telephone or SMS within two hours of your scheduled shift starting time. After Confirmation: Sick Leaves Definition: Sick Leave is defined as the period of time an employee is absent from work with full pay as a result of an illness or injury. Policy: • All full-time confirmed employees are entitled for a maximum of 8 days of sick leave per annum. • Sick leaves cannot be carried forward to the next year and neither can they be encashed. • Each year on the 1st of January, your leave account will be credited with the sick leave entitlement. • If anyone is confirmed in MartechSol during the year, then his/her sick leave entitlement will be on a pro-rata basis. • In case of separation from the company during the year, sick leave availed will be adjusted on pro- rata basis from your final salary payment. • If an employee takes sick leave from work starting any day of the"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_26",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "• Each year on the 1st of January, your leave account will be credited with the sick leave entitlement. • If anyone is confirmed in MartechSol during the year, then his/her sick leave entitlement will be on a pro-rata basis. • In case of separation from the company during the year, sick leave availed will be adjusted on pro- rata basis from your final salary payment. • If an employee takes sick leave from work starting any day of the week, any weekend or holiday that falls in between will be counted as a full day sick leave. • Sick leave availed in excess of entitlement will be treated as casual or annual leave (if available and subject to approval from reporting authority); in case of insufficient casual/annual leave balance, excess sick leave will be treated as unpaid leave. • During notice period, no sick leave will be entertained even if the leave shows credit balance. Process and Documentation: • Planned appointments, surgery, or any medical instance which can be deemed as anticipated is subject to prior approval from your supervising authority. • If you are absent from work as a result of sickness or injury, you are required to notify your supervisory authority or HR department by telephone or SMS within two hours of your scheduled shift starting time (or before if possible). Failure to comply with the process may result in absent without leave. • You must apply for sick leave immediately after returning from your sick leave by submitting your leave application to the HR department after approval from your supervising authority. • The submission of a medical certificate or relevant documentation when applying for a sick leave is mandatory, the leave will be considered absent without pay if proper documentation is not submitted. • Sick leave can only be availed when sick and cannot be claimed for other purposes. Falsifying information or using sick leave for a purpose other than illness or injury will make you liable for disciplinary action. Casual Leaves Definition: Casual leaves may be availed by employees in cases of urgent or unforeseen"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_27",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "medical certificate or relevant documentation when applying for a sick leave is mandatory, the leave will be considered absent without pay if proper documentation is not submitted. • Sick leave can only be availed when sick and cannot be claimed for other purposes. Falsifying information or using sick leave for a purpose other than illness or injury will make you liable for disciplinary action. Casual Leaves Definition: Casual leaves may be availed by employees in cases of urgent or unforeseen contingencies. These cases include, but are not limited to, situations which may arise on account of unforeseen circumstances e.g. birth/illness/death in the immediate family or of a close relative. Any personal reason that prevents you from coming into work can be used for your casual leave. Policy: • All full-time confirmed employees are entitled for a maximum of 10 days casual leave per annum. • Casual leaves cannot be carried forward to the next year. • Casual leaves that have not been exhausted over the calendar year will be subject to encashment with the paycheck of the following month. • Each year on the 1st of January, your leave account will be credited with the casual leave entitlement if eligible. • If anyone is confirmed in MartechSol during the year, then his/her casual leave entitlement will be on a pro-rata basis. • In case of separation from the company during the year, casual leave availed will be adjusted on • If an employee takes casual leave from work starting any day of the week, any weekend or holiday that falls in between will be counted as a full day casual leave. • Casual leave cannot be taken for 3 consecutive days at any given time. If leave availed is for or in excess of 3 days, the entire period will be treated as unpaid leave. However, if circumstances warrant, the department head may approve the first 3 days to be treated as casual leave, and only the additional days to be treated as annual leaves (if available). • Employees can take up to 2 consecutive casual leaves. If the number"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_28",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "leave. • Casual leave cannot be taken for 3 consecutive days at any given time. If leave availed is for or in excess of 3 days, the entire period will be treated as unpaid leave. However, if circumstances warrant, the department head may approve the first 3 days to be treated as casual leave, and only the additional days to be treated as annual leaves (if available). • Employees can take up to 2 consecutive casual leaves. If the number of casual leaves is 3 or more, the whole duration will be treated as unpaid automatically unless approved by the line manager. • In case of any urgent requirement, your reporting authority may ask you to report to work during your casual leave. • Combining casual leave with a weekly holiday or a public holiday shall be inadmissible and that additional leave shall be adjusted as leave without pay. For example, if a public holiday falls on Friday and any employee takes leave on Saturday, all three days will be counted as casual leave. • During notice period, no casual leave will be allowed even if the leave shows credit balance. Documentation and Process: • If you are absent from work as a result of any urgent personal responsibilities or any unforeseeable circumstances, you are required to notify your supervisory authority or HR department by telephone or SMS within two hours of your scheduled shift starting time (or before if possible). Failure to comply with the process may result in absent without leave. • You must apply for casual leave immediately after returning from your casual leave by submitting your leave application to the HR department after approval from your supervising authority. • In cases of planned or known circumstances, an employee must apply for casual leave to the immediate supervisor for approval in advance. Annual Leaves Definition: The purpose of annual leave is to provide employees with a reasonable period of rest and a significant break from the workplace in order to maintain a healthy work life balance. Policy: • All Full-time confirmed employee(s) shall be entitled to 14"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_29",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "leave application to the HR department after approval from your supervising authority. • In cases of planned or known circumstances, an employee must apply for casual leave to the immediate supervisor for approval in advance. Annual Leaves Definition: The purpose of annual leave is to provide employees with a reasonable period of rest and a significant break from the workplace in order to maintain a healthy work life balance. Policy: • All Full-time confirmed employee(s) shall be entitled to 14 days paid annual leave after completion of one year of service. • Annuals leaves are not subject to encashment, except for TL roles or greater and for the Sales & Support Department. • Up to 7 annual leaves can be carried forward to the next year, if approved by supervising authority, for the following reasons: ▪ Marriage ▪ Obligation outside the country (Hajj, Residence Visa Process, etc.) ▪ Or for any planned reason that warrants extended leave. • Carried forward annual leaves can’t be carried forward for more than a year. • If any employee completes one year of service at MartechSol during the calendar year, then his/ her annual leave entitlement will be on a pro-rata basis for that year. • In case of separation from the company during the year, annual leave availed will be adjusted on pro-rata basis from your final salary payment. • Annual leave may be availed at one time during the year or may be divided and availed at various times during the year, subject to approval. • Annual leaves will be granted in keeping with the operational exigencies of the organization, and will be scheduled by the supervisor to meet the requirements of individual employees as far as possible. • Management reserves the right to refuse a leave request, allow a partial request, revoke approval if already granted, and/or to recall an employee before expiry of the leave period. • If you are hospitalized during your annual leave and produce a valid medical certificate stating the fact, then these days will be adjusted as sick leave (if available). • If an employee takes"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_30",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "be scheduled by the supervisor to meet the requirements of individual employees as far as possible. • Management reserves the right to refuse a leave request, allow a partial request, revoke approval if already granted, and/or to recall an employee before expiry of the leave period. • If you are hospitalized during your annual leave and produce a valid medical certificate stating the fact, then these days will be adjusted as sick leave (if available). • If an employee takes annual leave from work starting any day of the week, any weekend or holiday that falls in between will be counted as an annual leave. • During notice period, no annual leave will be allowed even if the leave shows credit balance. Documentation and Process: • A completed leave application form is to be submitted for approval in advance to the HR department prior to the anticipated start of the leave accordingly: Number of leaves Approval time required 1-3 days Before 2 days 4-7 days Before 1 week More than 7 days Before 1 month • An employee who wishes to obtain annual leaves shall apply in writing to HR in advance before the commencement of leaves. • If the leave request is refused or postponed on account of company exigencies, the fact of such refusal or postponement and reasons thereto shall be conveyed to the employee concerned. • If the requested leave is granted the employee will proceed on his leave on the approved date. • If an employee remains absent beyond the approved period of leave, he shall be liable for disciplinary action unless the employee has justifiable reasons for absenteeism. • Annual leaves may only be availed after prior approval has been granted, however in case of an emergency, annual leaves may be entertained subject to your supervising authority’s discretion. Hajj Leave Definition: Employees who wish to make their pilgrimage to Mecca during Dhu'l Hijja may do so during their tenure at MartechSol. These leaves are separate from the employee's annual leaves or any other leave which he/she is entitled to. Policy: • All full-time permanent employees"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_31",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "reasons for absenteeism. • Annual leaves may only be availed after prior approval has been granted, however in case of an emergency, annual leaves may be entertained subject to your supervising authority’s discretion. Hajj Leave Definition: Employees who wish to make their pilgrimage to Mecca during Dhu'l Hijja may do so during their tenure at MartechSol. These leaves are separate from the employee's annual leaves or any other leave which he/she is entitled to. Policy: • All full-time permanent employees with 4 years of service are entitled for paid Hajj Leave for 10 days. • Any leaves beyond 10 days needs to come from your annual or casual leaves. • Hajj leave will be granted only once during the whole employment period. Documentation and Process: • Your leave application must be submitted three months in advance for the necessary approval. • Copy of your Hajj Passport/Visa needs to be submitted to HR. Maternity Leave Definition: A period of approved absence for female employees that wish to continue employment at MartechSol after delivery, granted for the purpose of giving birth and taking care of newborn children. Policy: • All full-time female employees shall be entitled to 90 days paid maternity leave, taken no later than two weeks before the expected delivery date and is only applicable after completion of one year of service. • This entitlement shall be available only twice during the entire period of service. • Premature birth shall be considered as maternity leave. In case of still birth, female employee shall be entitled to 30 days paid maternity leave. Documentation and Process: • Maternity Leave form needs to be submitted and approved five months before planned maternity leave. Paternity Leave Definition: A period of approved absence for male employees granted after or shortly before the birth of his child. Policy: • All full-time male employees are entitled to 3 days paid paternity leave. • This entitlement shall be available only twice during the entire period of service. • Male employees may combine other leaves with paternity leave subject to approval from supervising authority. • Premature birth shall be"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_32",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "be submitted and approved five months before planned maternity leave. Paternity Leave Definition: A period of approved absence for male employees granted after or shortly before the birth of his child. Policy: • All full-time male employees are entitled to 3 days paid paternity leave. • This entitlement shall be available only twice during the entire period of service. • Male employees may combine other leaves with paternity leave subject to approval from supervising authority. • Premature birth shall be considered as paternity leave. In case of still birth, male employee shall be entitled to up to 3 days paid paternity leave. Documentation and Process: • Application for paternity leave should be submitted to HR department at least two months in advance supported by the gynecologist’s certification. Bereavement Leave Definition: Bereavement leaves are paid leaves for employees that cover absences related to the death of immediate family members. Policy: • All full-time employee(s) shall be entitled to 3 days paid bereavement leave. • Bereavement leave will normally be granted unless there are unusual business needs or staffing requirements. An employee may, with his or her supervisor’s approval, use any available leaves for additional time off as necessary. Documentation and Process: • You must apply for bereavement leave immediately after returning from your leave by submitting your leave application to the HR department after approval from your supervising authority. Unauthorized Leaves • Any absence without prior approval from your reporting authority will be considered as an unauthorized leave. • All unauthorized and/or unreported absences shall be considered Absences without Leave, (AWOL). Each unauthorized leave will result in a disciplinary notice and will be added in your file. 3 unauthorized leaves in a quarter will result in a severe disciplinary action. • In case you were not able to inform your reporting authority due to some unavoidable reasons, you may discuss it with your reporting authority later. Based on discretion, he/she may authorize your leave. • For employees serving their probationary period, failure to communicate with the respective authority for more than 3 consecutive days of leave will result in termination. •"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_33",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "will be added in your file. 3 unauthorized leaves in a quarter will result in a severe disciplinary action. • In case you were not able to inform your reporting authority due to some unavoidable reasons, you may discuss it with your reporting authority later. Based on discretion, he/she may authorize your leave. • For employees serving their probationary period, failure to communicate with the respective authority for more than 3 consecutive days of leave will result in termination. • For permanent employees, failure to communicate with the respective authority for more than 7 consecutive days of leave will result in termination. Unapproved Absence Without Pay Definition: Any leave, in excess of the 10 Casual leaves that you are entitled to, is an Absence without Pay. These leaves, when taken without prior approval from your supervising authority are considered Unapproved Absence without Pay. Policy: • Unapproved Absence without Pay will result in salary deduction(s) per day absent. • Taking more than two consecutive Absences without Pay prior to the weekend will result in salary deduction for the weekend. For example, if an employee is absent on Thursday, Friday, and Saturday then Sunday will also be marked absent. In other words, employees must report to work on the last working day of the week to avoid further deductions. Leave Encashment Each employee is entitled to a number of Sick, Casual, Annual, and other leaves. However, only Casual leaves are subject to encashment for specific departments. Listed below is breakdown of Department eligibility of leave encashment: Department Casual Annual Copywriting Yes No SEO Yes No Sales Yes Yes Software Yes No Networking Yes No Human Resources Yes No Admin Yes No Other Benefits Loans & Advance Salary Definition: The purpose of loans and advance salary is to meet an emergency need that can’t be accommodated through other financial arrangements. Only genuine emergency needs such as extraordinary medical costs not covered by insurance, or any other extreme financial or medical emergency will be considered. The decision to approve or reject a loan/advance salary request will be taken by a 3-person committee which will"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_34",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "Yes No Human Resources Yes No Admin Yes No Other Benefits Loans & Advance Salary Definition: The purpose of loans and advance salary is to meet an emergency need that can’t be accommodated through other financial arrangements. Only genuine emergency needs such as extraordinary medical costs not covered by insurance, or any other extreme financial or medical emergency will be considered. The decision to approve or reject a loan/advance salary request will be taken by a 3-person committee which will comprise of line manager/head of department, a representative from HR, and a representative from finance. Policy: • Decisions regarding loan requests will be relayed within 3 to 7 working days. For extremely urgent matters, the committee will take a decision within 27 hours of request sent. • The decision of the committee will be final and non-negotiable. • A loans/advance salary can only be taken once in 6 months. • If an employee has an ongoing loan/advance salary, he/she will not be allowed to avail another loan/advance salary. • Repayment period is up to 6 months. • Loan amount can’t exceed 3 months’ salary. • Advance salary amount shall not exceed from your monthly salary. Documentation & Process: • If possible, the loan/advance salary form should be submitted at least a week (7 days) before it is required. • The form can be acquired from HR and must be completed including all the signatures required. • The necessary documentation & supporting documents should be provided along with the filled form. Maternity (Pregnancy) Benefit Definition: This benefit provides financial assistance to female and male employees to cover the cost of childbirth and other delivery related expenses. Policy: • Male and female employees that have completed at least one year of service can avail maternity benefit of PKR 50,000. • Maternity benefit can be utilized twice during tenure at MartechSol. • This benefit also covers stillbirth. Documentation & Process: • Maternity Benefit Form and relevant documentation must be provided at least 60 days before expected delivery. • Employees will be awarded this benefit a week before date of expected delivery. • In"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_35",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "and other delivery related expenses. Policy: • Male and female employees that have completed at least one year of service can avail maternity benefit of PKR 50,000. • Maternity benefit can be utilized twice during tenure at MartechSol. • This benefit also covers stillbirth. Documentation & Process: • Maternity Benefit Form and relevant documentation must be provided at least 60 days before expected delivery. • Employees will be awarded this benefit a week before date of expected delivery. • In case of premature delivery, employees can either contact Supervising Authority or Admin Department to arrange the benefit urgently or they may pay out of pocket at the time and avail the benefit when they rejoin the office. Company Maintained Vehicle Definition: MartechSol provides company-maintained cars to employees at certain designation levels. The policy varies across different departments. The company-maintained car will be owned and maintained by the company for the use of the employee. Policy: • Employees should drive their allotted vehicle in a safe and responsible vehicle. They must abide by driving laws. • Scheduled maintenance will be carried out by the company after every 5,000 KMs or 3 months (whichever comes first). • Employees are requested to keep a copy of the following documents in the company vehicle: o Authority Letter o Motor Vehicle Tax paper o Insurance paper o Copy of the first page of the vehicle’s registration book Documentation & Process: • Prior to vehicle allocation, employee must provide a copy of valid driving license of self (or driver) for company record. • All maintenance and wear & tear requests need to be made through submitting a ticket on portal or by contacting Admin Department. • In case of an accident: o All accidents must be reported to the Admin Department. o If the company vehicle is stolen, report the theft immediately to the local police and to the Admin Department. Obtain a copy of the police report filed. Healthcare Insurance – For Self & Spouse Health care benefits are provided to all full-time employees and their spouse. Complete details of this program are provided below:"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_36",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "a ticket on portal or by contacting Admin Department. • In case of an accident: o All accidents must be reported to the Admin Department. o If the company vehicle is stolen, report the theft immediately to the local police and to the Admin Department. Obtain a copy of the police report filed. Healthcare Insurance – For Self & Spouse Health care benefits are provided to all full-time employees and their spouse. Complete details of this program are provided below: “ANNEXURE A” PROCEDURE FOR UTILIZATION OF HOSPITALIZATION EXPENSE BENEFIT Emergency Hospitalization In case of emergency, approach the nearest hospital. In case it is a PANEL HOSPITAL 1. Identify yourself as an NJI insured. 2. Produce Health Card / Letter of Authority 3. Get the treatment 4. Get the treatment on credit, up to the limits available. 5. Pay only the amount that exceeds the entitlement, if any, before discharge. *Supporting Documents: • Duly completed original NJI Claim Form • Original itemized bill/invoice (breakup of charged) on hospital bill-book • Discharge card / clinical summary • Copy of NJI card or letter of admission • Diagnostic reports • Doctor’s prescriptions • Original pharmacy vouchers • Original payment receipts In case it is a NON-PANEL HOSPITAL 1. Inform NJI within 24 hours of the hospitalization. 2. Pay cash for the treatment. 3. Submit all original bills /supporting documents* with our claim form for reimbursement, within 30 days of discharge from the hospital. 4. Settlement of claim will be done in line of the policy terms. “ANNEXURE B” PROCEDURE FOR UTILIZATION OF HOSPITALIZATION EXPENSE BENEFIT Emergency Hospitalization If hospitalization is advised by a licensed physician In case, it is a PANEL HOSPITAL 1. Approach any of our panel hospital with our Letter of Authority / Health Card 2. Identify yourself as an NJI insured 3. Get the treatment on credit, up to the limits available. 4. Pay only the amount that exceeds the entitlement, if any, before discharge. In case it is a NON-PANEL HOSPITAL 1. Send us the cost estimate from the concerned doctor of the treatment with details, for prior approval."
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_37",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "licensed physician In case, it is a PANEL HOSPITAL 1. Approach any of our panel hospital with our Letter of Authority / Health Card 2. Identify yourself as an NJI insured 3. Get the treatment on credit, up to the limits available. 4. Pay only the amount that exceeds the entitlement, if any, before discharge. In case it is a NON-PANEL HOSPITAL 1. Send us the cost estimate from the concerned doctor of the treatment with details, for prior approval. 2. Get the treatment and pay cash for the treatment. 3. Submit all original bills /supporting documents* including our approval letter with our claim form for reimbursement, within 30 days of discharge from the hospital. 4. Settlement of claim will be done in line of prior approval given and other policy terms. Itemized hospital bill Discharge card/clinical summary Diagnostic reports Prescriptions Payment receipts JUBILEE GENERAL INSURANCE COMPANY LTD GROUP HEALTHCARE INSURANCE PROPOSAL FOR MartechSol Hospitalization & Related Benefits Plan A Plan B Plan C Plan D H&R Limits (Per Person / Per Year) Rs.500,000 Rs.400,000 Rs.300,000 Rs.150,000 Room & Board (per day) Rs.16,360 Rs.6,720 Rs.6,720 Rs.1,800 Per Hospitalization Pre-Hospitalization Sub Limit (Diagnosis, Consultation, & Medicines) Post-Hospitalization Sub Limit (Follow-Ups) 30 Days 30 Days 30 Days 30 Days 30 Days 30 Days 30 Days 30 Days Daycare Surgeries & Specialized Investigations in Outpatient Settings Including but not limited to: COVERED Dialysis, Cataract Surgery, MRI, CT scan, Endoscopy, Thallium Scan, Angiography, Treatment of Fractures, Local Road Ambulance for Emergencies only, Emergency Dental Treatment due to accidental injuries within 48 hours (for pain relief only). Plan A Presidential Layer Plan B Associate Managers, Managers & Senior Managers Plan C Executives, Senior Executives & Assistant Managers Plan D Office Boys & Other Support Staff • Send us the cost estimate from the concerned doctor of the treatment with details, for prior approval. Get the treatment and pay cash for the treatment. • Submit all original bills /supporting documents* including our approval letter with our claim form for reimbursement, within 30 days of discharge from the hospital. • Settlement of claim will be done in"
  },
  {
    "id": "docs/MartechSol_Employee_HandBook (7) (1).pdf::chunk_38",
    "source": "docs/MartechSol_Employee_HandBook (7) (1).pdf",
    "text": "Managers & Senior Managers Plan C Executives, Senior Executives & Assistant Managers Plan D Office Boys & Other Support Staff • Send us the cost estimate from the concerned doctor of the treatment with details, for prior approval. Get the treatment and pay cash for the treatment. • Submit all original bills /supporting documents* including our approval letter with our claim form for reimbursement, within 30 days of discharge from the hospital. • Settlement of claim will be done in line of prior approval given and other policy terms. EOBI Employee Old Age Benefit Income is a benefit provided to all full-time employees upon confirmation. The sole purpose of EOBI is to provide compulsory social insurance to employees. It extends following benefits to insured persons or their survivors: • Old-Age Pension • Survivor's Pension • Invalidity Pension • Old-Age Grant RATES: • 1- Employer's Contribution @ 5 % of the worker's minimum wages (i.e. Rs. 8000) - Rs. 400/= Per Month • 2- Employee's Contribution @ 1 % of the worker's minimum wages (i.e. Rs.8000) - Rs. 80/= Per Month Provident Fund Provident Fund is an investment/ saving fund contributed to - by employees & employers, out of which a lump sum amount is provided to each employee on retirement. This benefit is provided to all full time, confirmed employees. Click Here To View PF Policies in Detail"
  }
]