flykite_structured.json

[
  {
    "intro": [
      "Flykite Airlines: Human Resources Policy",
      "Handbook"
    ]
  },
  {
    "section": "Introduction",
    "subsections": [],
    "content": [
      "Flykite Airlines is dedicated to cultivating an organizational culture that synergizes",
      "operational excellence with a supportive, equitable, and legally compliant workplace",
      "environment across all departments and employee levels. This document establishes",
      "an exhaustive framework comprising all human resource policies currently in effect. All",
      "provisions are subject to amendment, interpretation, or rescindment at the sole",
      "discretion of the Human Resources and Legal departments. In the event of ambiguities",
      "or conflicting interpretations, the official determinations by these departments shall",
      "prevail and govern subsequent actions."
    ]
  },
  {
    "section": "1. Employment Policies",
    "subsections": [
      {
        "subsection": "Probationary Employment Policy — Flykite Airlines",
        "subsubsections": [
          {
            "title": "1. Duration of Initial Probation",
            "content": [
              "● All new employees are placed on a probationary period of 90 calendar days from",
              "their official start date.",
              "● For technical, safety-critical, or senior management roles, probation is 120",
              "calendar days.",
              "● Any probation may be extended only once, for a maximum of 90 additional days,",
              "provided that a Performance Improvement Plan (PIP) is approved by the HR",
              "Director."
            ]
          },
          {
            "title": "2. Criteria for Probation Extension",
            "content": [
              "naveen.garg@natwest.com",
              "Z7BJL0K32F",
              "This file is meant for personal use by naveen.garg@natwest.com only.",
              "Sharing or publishing the contents in part or full is liable for legal action.",
              "● Extensions are granted only if:",
              "a. The employee has achieved at least 60% of their probationary objectives.",
              "b. A written PIP with measurable targets is issued within 5 working days of the",
              "original probation end date.",
              "c. The Department Head and HR Manager both sign off on the extension",
              "request.",
              "● Employees will be notified of extensions in writing at least 7 calendar days",
              "before the probation end date."
            ]
          },
          {
            "title": "3. Impact on Benefits, Seniority, and Contract",
            "content": [
              "● While on probation (including any extension), employees are not eligible for:",
              "○ Annual leave encashment",
              "○ Internal role transfers",
              "○ Performance bonuses",
              "● Seniority accrual starts only after successful probation completion.",
              "● If an employee has two or more extensions in different roles (due to internal",
              "transfers), HR will assess contract renewal eligibility based on performance",
              "history — no automatic carry-over is granted."
            ]
          },
          {
            "title": "4. Performance Review Process",
            "content": [
              "● Mid-probation review: Conducted at 45 days for 90-day probations, or at 60 days",
              "for 120-day probations.",
              "● Final probation review: Conducted within the last 10 working days of the",
              "probation period.",
              "naveen.garg@natwest.com",
              "Z7BJL0K32F",
              "This file is meant for personal use by naveen.garg@natwest.com only.",
              "Sharing or publishing the contents in part or full is liable for legal action.",
              "● Review includes KPI scorecard, peer feedback, and compliance checks against",
              "company safety and conduct rules."
            ]
          },
          {
            "title": "5. Confirmation or Termination Process",
            "content": [
              "● Confirmation: Requires written recommendation from the direct supervisor and",
              "HR validation within 5 working days of the final review.",
              "● Termination during probation:",
              "○ Step 1: Verbal warning (documented) within 24 hours of the observed",
              "issue.",
              "○ Step 2: Written warning with a minimum 7 calendar days for improvement.",
              "○ Step 3: Final written notice with immediate termination or a final 15-day",
              "remediation window (if the issue is performance-related)."
            ]
          },
          {
            "title": "6. Exit Procedure & Timeline",
            "content": [
              "● Company property (ID badge, uniforms, devices) must be returned on or before",
              "the last working day.",
              "● Clearance forms must be signed by Finance, IT, and Admin within 3 working days",
              "post-termination.",
              "● Final salary settlement is processed within 7 working days of clearance",
              "completion.",
              "● Exit interview: Mandatory and to be scheduled no later than 5 working days after",
              "last working day. Failure to attend delays issuance of relieving letter.",
              "naveen.garg@natwest.com",
              "Z7BJL0K32F",
              "This file is meant for personal use by naveen.garg@natwest.com only.",
              "Sharing or publishing the contents in part or full is liable for legal action."
            ]
          }
        ],
        "content": []
      }
    ]
  },
  {
    "section": "2. Equal Opportunity and Non-Discrimination",
    "subsections": [
      {
        "subsection": "Anti-Discrimination & Harassment Policy — Flykite Airlines",
        "subsubsections": [
          {
            "title": "1. Zero-Tolerance Commitment",
            "content": [
              "● Flykite Airlines strictly prohibits discrimination, harassment, or unfair treatment",
              "based on race, ethnicity, gender, sexual orientation, marital status, religion, age",
              "(18+), disability, or any other legally protected category under Section 12 of the",
              "Workplace Equality Act, 2015.",
              "● All employees, including contractors and interns, are covered by this policy from",
              "Day 1 of employment."
            ]
          },
          {
            "title": "2. Bona Fide Occupational Qualifications (BFOQ) & Exceptions",
            "content": [
              "● Exceptions to this policy (e.g., gender-specific roles for safety, cultural",
              "authenticity, or privacy) are allowed only under:",
              "1. Written legal justification prepared by the HR Compliance Unit.",
              "2. Approval by two executive board members and the Chief Legal Officer.",
              "3. Documentation of the necessity being reviewed every 12 months.",
              "● Any such exception must be recorded in the BFOQ Register, available for",
              "external audit every 18 months."
            ]
          },
          {
            "title": "3. Reporting Suspected Violations",
            "content": [
              "● Employees must report incidents within 15 calendar days of occurrence or",
              "discovery.",
              "naveen.garg@natwest.com",
              "Z7BJL0K32F",
              "This file is meant for personal use by naveen.garg@natwest.com only.",
              "Sharing or publishing the contents in part or full is liable for legal action.",
              "● Accepted reporting channels:",
              "1. Confidential HR Helpline: +91-8000-456-789 (available Mon–Sat, 9 AM–8",
              "PM IST).",
              "2. Secure Email Portal: hr.ethics@flykiteair.com.",
              "3. Anonymous drop-boxes in crew lounges and staff cafeterias.",
              "● Reports must include date, location, persons involved, and a brief incident",
              "description."
            ]
          },
          {
            "title": "4. Protection Against Retaliation",
            "content": [
              "● Retaliation (e.g., demotion, shift change, exclusion from training) against a",
              "reporting employee is grounds for immediate disciplinary action.",
              "● Allegations of retaliation must be reported within 7 calendar days of occurrence,",
              "even if the original harassment/discrimination case is still under review."
            ]
          },
          {
            "title": "5. Investigation & Resolution Timelines",
            "content": [
              "● HR must initiate a preliminary review within 3 working days of receiving a report.",
              "● Formal investigation begins within 7 working days and must conclude within 30",
              "calendar days unless extended by written executive approval (max extension: 15",
              "days).",
              "● Both complainant and accused must receive:",
              "1. Written acknowledgment of the complaint within 48 hours.",
              "2. Outcome summary and next steps within 5 working days of conclusion.",
              "naveen.garg@natwest.com",
              "Z7BJL0K32F",
              "This file is meant for personal use by naveen.garg@natwest.com only.",
              "Sharing or publishing the contents in part or full is liable for legal action."
            ]
          },
          {
            "title": "6. Disciplinary Actions for Violations",
            "content": [
              "● Possible outcomes for confirmed violations:",
              "1. Written warning (retained in personnel file for 24 months).",
              "2. Mandatory sensitivity and workplace conduct training (min. 12 hours).",
              "3. Suspension without pay (3–14 working days depending on severity).",
              "4. Immediate termination for severe breaches."
            ]
          }
        ],
        "content": []
      }
    ]
  },
  {
    "section": "3. Special Leave Policy — Flykite Airlines",
    "subsections": [
      {
        "subsection": "3. Special Leave Policy — Flykite Airlines",
        "subsubsections": [
          {
            "title": "1. Covered Situations",
            "content": [
              "Special leave is granted for the following:",
              "● Bereavement: Immediate family (parent, spouse, child, sibling, grandparent) or",
              "in-law.",
              "● Jury duty or official legal summons.",
              "● Emergency family care due to critical illness or accident.",
              "● Natural disasters affecting the employee’s primary residence.",
              "● Other exceptional circumstances approved by HR and the Department Head."
            ]
          },
          {
            "title": "2. Entitlement & Duration Limits",
            "content": [
              "● Bereavement: Up to 5 consecutive working days per incident.",
              "naveen.garg@natwest.com",
              "Z7BJL0K32F",
              "This file is meant for personal use by naveen.garg@natwest.com only.",
              "Sharing or publishing the contents in part or full is liable for legal action.",
              "● Jury duty / legal summons: For the full duration specified in the official court",
              "document.",
              "● Emergency family care: Up to 3 working days per calendar year.",
              "● Natural disasters: Maximum 7 consecutive calendar days per incident.",
              "● Additional days require conversion from annual leave or unpaid leave."
            ]
          },
          {
            "title": "3. Documentation Requirements",
            "content": [
              "Special leave is approved only upon submission of:",
              "● Death certificate, funeral notice, or obituary (bereavement).",
              "● Official court summons or jury duty letter (legal obligations).",
              "● Medical certificate from a registered practitioner (emergency care).",
              "● Government-issued disaster report or evacuation notice (natural disasters).",
              "● All documents must be submitted within 5 working days of returning to duty."
            ]
          },
          {
            "title": "4. Impact of Operational Demands",
            "content": [
              "● During peak flight operations (e.g., December 15–January 5 and April 1–10),",
              "leave may be:",
              "○ Granted in partial days.",
              "○ Staggered across shifts.",
              "○ Declined if the employee’s function is deemed critical for operations.",
              "● Approval is subject to review of prior leave consumption in the last 90 days.",
              "naveen.garg@natwest.com",
              "Z7BJL0K32F",
              "This file is meant for personal use by naveen.garg@natwest.com only.",
              "Sharing or publishing the contents in part or full is liable for legal action."
            ]
          },
          {
            "title": "5. Additional Conditions for Employees on Probation",
            "content": [
              "● Special leave requests during probation are limited to:",
              "○ Maximum 2 consecutive working days for bereavement or emergency",
              "family care.",
              "○ Full jury duty leave is allowed if legally mandated, but probation period is",
              "automatically extended by the same duration.",
              "● Approval requires both Supervisor and HR Manager sign-off."
            ]
          },
          {
            "title": "6. Restrictions for Employees Under Harassment/Discrimination Investigation",
            "content": [
              "● While under active investigation:",
              "○ Non-mandatory special leave (e.g., non-critical family care, discretionary",
              "events) is suspended until investigation concludes.",
              "○ Bereavement and jury duty exceptions still apply, but employee must",
              "provide live contact details during leave for investigation-related",
              "communication.",
              "○ Any leave exceeding 3 days must be approved directly by the Chief HR",
              "Officer."
            ]
          },
          {
            "title": "7. Notification Process",
            "content": [
              "● Employees must inform their direct supervisor at least 48 hours before planned",
              "leave, except for emergencies.",
              "● For sudden emergencies:",
              "○ Verbal notification within 6 hours of incident.",
              "naveen.garg@natwest.com",
              "Z7BJL0K32F",
              "This file is meant for personal use by naveen.garg@natwest.com only.",
              "Sharing or publishing the contents in part or full is liable for legal action.",
              "○ Written/email notification within 24 hours.",
              "● Non-compliance may trigger consequences under the Attendance & Disciplinary",
              "Policy, including loss of pay for the leave period."
            ]
          }
        ]
      }
    ]
  },
  {
    "section": "4. Leave Accrual, Carry-Over, and Forfeiture",
    "subsections": [
      {
        "subsection": "4. Leave Accrual, Carry-Over, and Forfeiture",
        "subsubsections": [
          {
            "title": "1. Accrual Rate",
            "content": [
              "○ Full-time employees: 1.75 days of annual leave per completed month of",
              "service.",
              "○ Part-time employees: Accrue on a prorated basis (e.g., 0.875 days/month",
              "for 50% schedule).",
              "○ Contract staff: 1 day/month unless otherwise stated in contract."
            ]
          },
          {
            "title": "2. Carry-Over Limits",
            "content": [
              "○ Max carry-over: 12 days at fiscal year-end (March 31).",
              "○ Unionized employees: Max 15 days per union agreement.",
              "○ Any balance above this is forfeited unless a Leave Extension Request is",
              "filed at least 30 days before fiscal year-end."
            ]
          },
          {
            "title": "3. Special Exceptions",
            "content": [
              "○ Extensions granted only for medical reasons (certified by a doctor) or",
              "operational necessity (certified by Dept. Head)."
            ]
          },
          {
            "title": "4. Operational Planning",
            "content": [
              "naveen.garg@natwest.com",
              "Z7BJL0K32F",
              "This file is meant for personal use by naveen.garg@natwest.com only.",
              "Sharing or publishing the contents in part or full is liable for legal action.",
              "○ Leave requests must be approved at least 14 days in advance.",
              "○ Peak operational blackout periods (Dec 15–Jan 5, Apr 1–Apr 10) require",
              "GM approval."
            ]
          }
        ]
      }
    ]
  },
  {
    "section": "5. Allowable Expenses and Reimbursement Procedures",
    "subsections": [
      {
        "subsection": "5. Allowable Expenses and Reimbursement Procedures",
        "subsubsections": [
          {
            "title": "1. Eligibility",
            "content": [
              "○ Expenses must be directly work-related and supported by itemized",
              "receipts.",
              "○ Per diem limits: ₹1,200/day domestic, ₹4,000/day international."
            ]
          },
          {
            "title": "2. Exclusions",
            "content": [
              "○ Alcohol, entertainment unrelated to work, and non-economy travel (unless",
              "pre-approved) are not reimbursable."
            ]
          },
          {
            "title": "3. Submission Deadlines",
            "content": [
              "○ Claims must be filed within 15 calendar days of incurring expense."
            ]
          },
          {
            "title": "4. Appeals",
            "content": [
              "○ Appeal must be submitted within 7 working days of claim denial with",
              "supporting documents.",
              "○ Expense Review Board decision is final."
            ]
          }
        ]
      }
    ]
  },
  {
    "section": "6. Customer Data Protection and Privacy",
    "subsections": [
      {
        "subsection": "6. Customer Data Protection and Privacy",
        "subsubsections": [
          {
            "title": "1. Compliance",
            "content": [
              "○ Follow GDPR, CCPA, and India PDP Bill 2023.",
              "○ All customer data stored only on company-approved encrypted systems."
            ]
          },
          {
            "title": "2. Incident Reporting",
            "content": [
              "○ Breach must be reported to IT Security within 24 hours of discovery."
            ]
          },
          {
            "title": "3. Discipline",
            "content": [
              "○ First offense: Retraining within 10 days.",
              "○ Second offense: Suspension (3–7 days).",
              "○ Third offense: Termination and legal action."
            ]
          }
        ]
      }
    ],
    "content": [
      "naveen.garg@natwest.com",
      "Z7BJL0K32F",
      "This file is meant for personal use by naveen.garg@natwest.com only.",
      "Sharing or publishing the contents in part or full is liable for legal action."
    ]
  },
  {
    "section": "7. Attendance and Absence Management",
    "subsections": [
      {
        "subsection": "7. Attendance and Absence Management",
        "subsubsections": [
          {
            "title": "2. Notification",
            "content": [
              "○ Planned absence: Email supervisor at least 1 day before.",
              "○ Emergency absence: Call within 1 hour of shift start."
            ]
          },
          {
            "title": "3. Consequences",
            "content": [
              "○ 3 unreported absences in 60 days → Written warning.",
              "○ 5 unreported absences in 90 days → Termination review.",
              "naveen.garg@natwest.com",
              "Z7BJL0K32F",
              "This file is meant for personal use by naveen.garg@natwest.com only.",
              "Sharing or publishing the contents in part or full is liable for legal action."
            ]
          }
        ]
      }
    ],
    "content": [
      "1. Core Hours: 9:30 AM – 6:00 PM IST."
    ]
  },
  {
    "section": "8. Payroll and Termination Procedures",
    "subsections": [],
    "content": [
      "1. Exit Checklist must be completed within 5 working days of last working day.",
      "2. Final Settlement processed within 7 working days after clearance.",
      "3. Delays due to missing equipment or unpaid advances result in deduction from",
      "dues."
    ]
  },
  {
    "section": "9. Performance-Related Employment Extensions",
    "subsections": [],
    "content": [
      "1. Extension Limit: Max 3 months beyond original probation.",
      "2. PIP Requirements: At least 3 measurable goals reviewed every 30 days.",
      "3. Failure to Improve: Termination or reassignment within 10 working days of",
      "review end."
    ]
  },
  {
    "section": "10. Compensation and Benefits",
    "subsections": [
      {
        "subsection": "10. Compensation and Benefits",
        "subsubsections": [
          {
            "title": "3. Benefits Eligibility",
            "content": [
              "○ Health insurance starts after 30 days service (full-time).",
              "○ Retirement plan enrollment: Within 60 days of confirmation.",
              "4. Termination Impact: Benefits end on last working day unless law mandates",
              "otherwise.",
              "naveen.garg@natwest.com",
              "Z7BJL0K32F",
              "This file is meant for personal use by naveen.garg@natwest.com only.",
              "Sharing or publishing the contents in part or full is liable for legal action."
            ]
          }
        ]
      }
    ],
    "content": [
      "1. Salary Review Cycle: April annually.",
      "2. Mid-Year Adjustments: Only on written approval from CEO & CFO."
    ]
  },
  {
    "section": "11. Workplace Safety and Health",
    "subsections": [],
    "content": [
      "1. Hazard Reporting: Within 4 hours of incident discovery.",
      "2. Safety Drills: Quarterly participation mandatory.",
      "3. Non-Compliance: Written warning after first offense; suspension after second."
    ]
  },
  {
    "section": "12. Training and Development",
    "subsections": [],
    "content": [
      "1. Mandatory Training: Completion within 60 days of assignment.",
      "2. Non-Completion Impact: Delays in confirmation, promotion, or role change.",
      "3. Supervisor Role: Must recommend at least 1 training/year for each team",
      "member."
    ]
  },
  {
    "section": "13. Code of Conduct",
    "subsections": [],
    "content": [
      "1. Social Media: No posting of company information without PR approval.",
      "2. Conflict of Interest: Declare within 5 working days of discovery.",
      "3. Misconduct Reporting: Use anonymous hotline; case updates within 10 working",
      "days."
    ]
  },
  {
    "section": "14. Grievance and Disciplinary Procedures",
    "subsections": [],
    "content": [
      "1. Step 1: Informal discussion → 3 working days for resolution.",
      "naveen.garg@natwest.com",
      "Z7BJL0K32F",
      "This file is meant for personal use by naveen.garg@natwest.com only.",
      "Sharing or publishing the contents in part or full is liable for legal action.",
      "2. Step 2: Formal complaint → Response within 7 working days.",
      "3. Step 3: External mediation/arbitration within 30 days if unresolved.",
      "4. Discipline: Verbal → Written → Final → Termination.",
      "naveen.garg@natwest.com",
      "Z7BJL0K32F",
      "This file is meant for personal use by naveen.garg@natwest.com only.",
      "Sharing or publishing the contents in part or full is liable for legal action."
    ]
  }
]