Human Resources
Policy Manual

Probationary Period

• Every new joinee will undergo a mandatory probationary period of 3 (three) months from the date of joining, irrespective of role or department.
• During the probationary period, the Company reserves the right to terminate employment at its sole discretion, with notice as short as 1 (one) hour, and without assigning any reason.
• Confirmation of employment beyond the probationary period will be communicated in writing. Where confirmation is not communicated, the probationary terms shall continue to apply until such communication is issued.
• The Company may, at its discretion, extend the probationary period where performance is being evaluated further.
• All employees will be issued an Offer Letter and Probation Letter at the time of joining. On successful completion, a formal Appointment Letter will be issued.
• Company ID cards and other deliverables/assets (uniform, equipment, access cards, etc.) will be issued only after successful completion of the probationary period.

Incentive Policy during Probation

• Employees are not eligible for any performance or sales incentive during the 3-month probationary period.
• On successful completion of the probationary period, the employee will become eligible to receive incentives, including any incentive earned/accrued during the probation period, subject to management approval and applicable incentive scheme criteria.
• If an employee resigns or is terminated at any point during the probationary period, any incentive accrued or otherwise attributable to that period stands lapsed and forfeited and will not be paid out under any circumstance.

Attendance & Punctuality

• Standard shift timing for all employees is 09:45 AM to 06:45 PM, unless otherwise communicated for a specific role or branch.
• A grace period of 10 minutes is provided from the shift start time. Any employee clocking in after 09:55 AM will be marked "late" for that day.
• Late arrivals are tracked as recorded on the Company's attendance/biometric system.
• Leave deductions on account of lates will be adjusted against the employee's monthly paid leave first; where no paid leave balance remains, the deduction will be applied as Loss of Pay (LOP) on a pro-rata basis.
• Any pattern of habitual lateness beyond the slabs below may additionally be treated as a conduct issue under Section 7.

Late Arrival Deduction Table

Leave Policy

• Every employee is entitled to 1 (one) paid leave per calendar month.
• Any leave taken over and above this 1 paid leave, and not otherwise approved in writing as an exception by management, will be deducted from salary on a pro-rata (Loss of Pay) basis.
• Unused paid leave for a given month does not automatically carry forward to the following month unless specifically approved by management in writing.
• All leave (planned or emergency) must be applied for/informed as per the reporting manager's instructions and recorded in the attendance system.

Salary Disbursement

• Monthly salary will be disbursed between the 7th and 12th of every month, for the preceding month's work.
• Salary will be credited to the employee's registered bank account, subject to applicable statutory deductions (PF, ESI, TDS, Professional Tax, as applicable).
• Any delay beyond the 12th on account of bank holidays or unforeseen circumstances will be communicated to employees in advance where possible.

Full & Final (F&F) Settlement

• All F&F settlements (on resignation, termination, or end of contract) will be processed and paid out between the 20th and 25th of the month following the month in which the employee's last working day falls.
• F&F will include all applicable dues (pending salary, approved incentive earned post-probation, leave encashment as per policy) net of any recoveries owed to the Company (notice pay shortfall, asset/uniform recovery, advances).
• F&F will be released only after completion of exit formalities, including handover of Company property, ID cards, uniforms, and any assigned materials/equipment.

Discipline & Code of Conduct

Working Hours & Shifts

Employees must adhere strictly to their assigned shift timings and break schedules as communicated by their reporting manager/branch head.

Grooming & Presentation

As a beauty and cosmetology institute, all client-facing and training staff are expected to maintain a high standard of personal grooming, hygiene, and professional attire at all times, in line with the uniform/dress code communicated by the branch.

Absenteeism

Unauthorised absence (no intimation) for 3 or more consecutive working days without approval may be treated as voluntary abandonment of service and may lead to termination, subject to due process.

Insubordination & Misconduct

Behaviour such as insubordination, misbehaviour with students/clients or colleagues, breach of confidentiality, theft or dishonesty, harassment, or damage to Company property/reputation will attract disciplinary action, up to and including summary termination.

Confidentiality

Employees must not disclose student data, business strategy, pricing, franchise information, or other confidential Company information to any third party, during or after employment.

Prevention of Sexual Harassment (POSH)

The Company maintains zero tolerance for sexual harassment in the workplace and is committed to providing a safe working environment in line with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. A separate detailed POSH policy and Internal Committee (IC) contact details will be circulated/displayed at each branch.

Notice Period (Post-Probation)

The default notice period is 1 (one) month for confirmed employees, unless a different notice period is explicitly specified in the employee's Offer Letter or Appointment Letter, in which case the letter will prevail. Early relieving, where granted, is at the sole discretion of management.

Grievance Redressal

Any employee grievance relating to attendance, salary, leave, or conduct of colleagues should be raised in writing with the branch head/HR, who will address it within a reasonable timeframe.