Employee Code of Conduct

Welcome to Accuspace! This Employee Handbook serves as a comprehensive guide to help you navigate your journey with us. It outlines our expectations, policies, and values that ensure a harmonious, ethical, and productive work environment. By embracing this Handbook, you become an integral part of our mission to foster a collaborative and dynamic workplace culture while achieving professional and organizational success.

At Accuspace, we believe our employees are our greatest asset. We are committed to creating a workplace that promotes growth, inclusivity, and mutual respect. This Handbook has been carefully designed to clarify your rights and responsibilities, ensuring that you have the tools and support necessary to excel in your role. It reflects our dedication to maintaining an environment where everyone feels valued and empowered.

This Handbook is not just a set of guidelines but a testament to Accuspace’s core values of integrity, innovation, and excellence. It emphasizes our shared commitment to ethical practices, compliance with legal standards, and fostering a culture of accountability. We encourage you to refer to this document regularly and approach it as a resource for understanding the expectations and opportunities available at Accuspace.

Whether you are a new member of our team or a seasoned professional, we are excited to have you on this journey. Together, we will continue to set the benchmark for excellence and innovation in the real estate industry.

ABOUT ACCUSPACE

Who We Are

Accuspace is a prominent name in the real estate sector, dedicated to delivering exceptional value to our clients while fostering an inclusive and professional workplace. Our organization thrives on the principles of innovation, transparency, and ethical practices. We aim to set ourselves apart through our unwavering commitment to excellence, not just in the services we provide but in how we treat our employees, clients, and stakeholders.

Our Vision:

To set the benchmark for excellence and innovation in real estate by leveraging talent, technology, and trust.

Our Mission:

To deliver unparalleled real estate services, foster sustainable growth, and create a positive and lasting impact on the communities we serve.

Core Values:

Integrity: Building trust through transparency and accountability.
Collaboration: Encouraging teamwork and inclusivity for shared success.
Innovation: Embracing creativity and adaptability to meet evolving challenges.
Excellence: Consistently exceeding expectations through quality and dedication.
Respect: Valuing the diversity and dignity of every individual.

Purpose of This Handbook

The purpose of this Handbook is to establish a clear framework that ensures all employees understand and adhere to Accuspace's policies, expectations, and values. This document serves as a vital resource to:

Communicate Standards and Expectations: Clearly outline the company’s policies, procedures, and standards of behavior expected from every employee.
Promote a Positive Workplace Environment: Foster a culture of mutual respect, inclusivity, and collaboration, ensuring every employee feels valued and empowered to contribute to the organization’s success.
Provide Guidance: Serve as a practical guide for employees to navigate their roles and responsibilities, including ethical behavior, compliance, and professional development.
Ensure Compliance: Reinforce adherence to legal regulations, industry standards, and internal policies, safeguarding the company’s reputation and integrity.
Empower Employees: Provide clarity on employee rights, benefits, and opportunities for growth and recognition, enabling each team member to achieve their full potential.

This Handbook reflects Accuspace’s commitment to maintaining a transparent and accountable organizational structure. Employees are encouraged to use this document as a reference throughout their tenure with the company, ensuring alignment with its vision and values.

Workplace Conduct and Expectations

We believe that a positive workplace culture is the foundation of both individual and organizational success. Every employee plays a crucial role in upholding our standards of conduct and fostering an environment where professionalism, respect, and accountability thrive. This clause outlines our expectations to ensure a harmonious, inclusive, and productive workplace.

Professional Integrity

Acting in the best interest of the company and its stakeholders.
Maintaining accuracy and truthfulness in all communications and reports.
Promptly disclosing any potential conflicts of interest.

Respect and Dignity

Treat colleagues, clients, and stakeholders with fairness and courtesy.
Refrain from any form of harassment, bullying, or discriminatory behavior.
Value diversity by fostering an environment where differences are respected and celebrated.

Accountability

Adhering to company policies and procedures.
Taking ownership of their actions and decisions.
Reporting violations or concerns through the appropriate channels.

Compliance with Laws and Policies

Observing safety standards and reporting hazards.
Following the company’s data protection and confidentiality policies.
Ensuring that all professional activities align with legal and ethical standards.

Team Collaboration

Engage in constructive dialogue and collaboration to achieve shared goals.
Respect differing perspectives and ideas.
Contribute positively to team dynamics and organizational culture.

Conflict Resolution

Seek to resolve conflicts respectfully and constructively.
Engage with HR or management when conflicts cannot be resolved independently.

Personal Responsibility

Arrive at work punctually and maintain consistent attendance.
Demonstrate a strong work ethic and dedication to their roles.
Use company resources responsibly and only for authorized purposes.

Ethics at Accuspace

At Accuspace, ethics form the cornerstone of our business practices and organizational culture. We are committed to maintaining the highest ethical standards in all our operations, fostering trust among employees, clients, and stakeholders. This clause defines our approach to ethical behavior and expectations for every member of the organization.

Core Principles of Ethics

Integrity: Conduct all activities with honesty, transparency, and accountability.
Fairness: Treat everyone equitably, ensuring impartiality and justice in decision-making.
Respect: Uphold the dignity and rights of all individuals within and outside the organization.
Responsibility: Act in the best interest of the company and its stakeholders while adhering to legal and moral standards.

Expectations from Employees

Refrain from any form of dishonesty, fraud, or unethical behavior.
Avoid conflicts of interest; disclose potential conflicts to management immediately.
Respect intellectual property rights and confidentiality of company and client information.
Use company resources responsibly and only for authorized purposes.

Ethical Business Practices

Engage in fair trade practices and comply with all applicable laws and regulations.
Avoid bribery, corruption, and other illegal or unethical business practices.
Ensure transparent dealings with clients, vendors, and other third parties.

Reporting Ethical Concerns

Directly to their supervisor or manager.
To the HR department or designated ethics officer.
Anonymously through the company’s whistleblower mechanism.

Commitment to Ethics

Conduct regular training programs on ethical practices.
Encourage open discussions about ethical dilemmas and solutions.
Ensure swift and impartial resolution of ethical violations.

Failure to adhere to ethical principles may result in disciplinary action, including termination of employment.

Company Policies

Equal Employment Opportunity

Accuspace is unwavering in its commitment to fostering a workplace that celebrates diversity, inclusivity, and equity. The company provides equal employment opportunities to all individuals, regardless of race, gender, religion, disability, age, sexual orientation, marital status, veteran status, or any other characteristic protected by law, as per the Equal Remuneration Act, 1976. This commitment extends to all stages of employment, including recruitment, promotion, training, compensation, and termination.

Accuspace actively works to identify and eliminate barriers that could prevent equal opportunities, ensuring that policies and practices are designed to create an environment free of bias and discrimination. Employees are encouraged to contribute to an inclusive culture by treating colleagues with respect and fairness. The HR department is available to address any concerns or grievances related to discrimination or unfair treatment, and such matters will be handled with the utmost confidentiality and urgency. Any violations of this policy will result in immediate corrective action.

Attendance and Punctuality

Regular attendance and punctuality are vital to ensuring the smooth functioning and overall efficiency of the workplace. Employees are expected to adhere to their assigned work schedules and notify their supervisors promptly in case of any unavoidable absences or delays. Maintaining consistent attendance demonstrates reliability and commitment to organizational goals.

In cases of unplanned absences, employees must communicate the reason and expected duration of their absence as soon as possible. For planned absences, prior approval must be sought through the appropriate channels. Repeated instances of unapproved absences, excessive tardiness, or failure to follow reporting procedures may result in disciplinary action, including verbal warnings, written warnings, or other measures as deemed necessary.

Accuspace also recognizes that unforeseen circumstances can arise, and strives to accommodate reasonable requests for schedule adjustments or flexibility. Employees are encouraged to discuss such needs with their supervisors to explore possible solutions. Clear attendance policies and guidelines are designed to balance operational requirements with employee needs, fostering a supportive work environment.

Workplace Harassment

Accuspace is unwavering in its commitment to providing a workplace that is free from all forms of harassment, ensuring a safe, respectful, and inclusive environment for all employees. Harassment, whether verbal, physical, written, or non-verbal, is strictly prohibited and includes but is not limited to verbal abuse, physical intimidation, bullying, discrimination, sexual harassment, or any unwelcome behavior that creates a hostile, offensive, or uncomfortable work environment.

Reporting and Accountability: Employees are obligated to promptly report any incidents of harassment to their immediate manager, Human Resources, or through the company’s confidential reporting mechanism. Reports may also be made anonymously. The company ensures that all complaints will be addressed promptly, thoroughly, and impartially, maintaining strict confidentiality to protect all parties involved.
Non-Retaliation Policy: Accuspace enforces a zero-tolerance policy against retaliation. Employees who report incidents of harassment in good faith or participate in an investigation are protected from any form of reprisal or adverse treatment. Any act of retaliation will result in disciplinary action, up to and including termination.
Manager and Supervisor Accountability: Managers and supervisors are held to a higher standard of responsibility. They are required to actively prevent, address, and resolve any harassment-related issues within their teams. Failure to take appropriate action or report known incidents will result in strict disciplinary measures.
Training and Awareness: To reinforce its zero-tolerance policy, Accuspace conducts regular training sessions and awareness programs for all employees. These programs educate employees about appropriate workplace behavior, the definition and consequences of harassment, and the reporting mechanisms available.
Disciplinary Measures: Accuspace takes a firm stance on violations of this policy. Any employee, regardless of their position, found guilty of harassment or related misconduct will face immediate disciplinary action, which may include:
- Verbal or written warnings.
- Suspension without pay.
- Termination of employment for severe or repeated violations.
- Legal action where applicable.

Preservation of Workplace Culture: By adhering to this policy, Accuspace is committed to maintaining a positive and professional workplace culture where every employee can perform their duties effectively, free from fear, discomfort, or discrimination. This policy not only protects employees but also ensures the company’s integrity, reputation, and compliance with applicable laws.

Wages Policy

Accuspace is committed to ensuring that all employees receive fair and timely compensation for their work. Salaries are disbursed in accordance with the Payment of Wages Act, 1936, and include all applicable benefits, allowances, and statutory deductions. The company guarantees compliance with minimum wage laws and ensures equal pay for equal work, regardless of gender or other protected characteristics.

In the event of discrepancies or concerns related to wages, employees are encouraged to bring the matter to the attention of the HR department immediately. Payroll systems are regularly audited to uphold accuracy and transparency. Additionally, employees will have access to a clear breakdown of their earnings and deductions to ensure a comprehensive understanding of their compensation.

Accuspace values the contributions of its employees and works diligently to recognize their efforts through fair pay practices. Any violation of wage policies, such as delayed payments or unlawful deductions, will be promptly investigated and rectified.

Company Expenses Reimbursement

Accuspace recognizes that employees may incur expenses in the course of conducting business activities. The company’s expense reimbursement policy ensures that employees are promptly reimbursed for all legitimate and pre-approved expenses, provided they comply with the following guidelines:

Pre-Approval: All business-related expenses must be approved by the relevant manager or department head prior to being incurred. This includes travel, accommodations, meals, and any other expense categories as outlined in the detailed policy.
Documentation: Employees must submit detailed and accurate documentation, including original receipts, invoices, and a completed expense reimbursement form, within the stipulated timeframe to ensure prompt processing.
Expense Limits: Certain categories of expenses may have predefined limits or caps. Employees are expected to familiarize themselves with these limits and adhere to them. Expenses exceeding these limits may require additional justification and approval.
Timely Submission: Claims should be submitted within the specified deadline to facilitate smooth and efficient processing.
Compliance: The company reserves the right to reject reimbursement requests that do not meet policy guidelines or lack proper documentation.

Employees are encouraged to consult the HR or finance department for clarification on eligible expenses and submission procedures. Accuspace’s expense reimbursement policy aims to support employees by providing clear guidelines, ensuring fairness, and maintaining accountability in the handling of company funds.

Intellectual Property Rights

Accuspace places significant value on innovation and intellectual property (IP), recognizing that ideas, inventions, and creations developed during employment contribute to the company’s success. To protect and manage these assets effectively, the following principles apply:

Ownership: Any work, invention, design, or idea created by employees during their tenure, using company resources or as part of their job responsibilities, is considered the exclusive property of Accuspace. This includes but is not limited to software, written materials, trademarks, and patents.
Confidentiality: Employees must ensure that proprietary information, trade secrets, and intellectual property are kept confidential and not disclosed or shared without explicit authorization. Unauthorized use or distribution of company IP is strictly prohibited.
Reporting Inventions: Employees are required to disclose any inventions, designs, or intellectual contributions made during their employment to the relevant department. This ensures proper documentation and protection of the company’s IP.
Post-Employment Obligations: The obligation to protect company intellectual property extends beyond the period of employment. Former employees must refrain from using or disclosing IP without prior written consent from Accuspace.
Compliance: Violations of this policy, including unauthorized use or misappropriation of intellectual property, may result in legal action and disciplinary measures, up to and including termination of employment.

Accuspace fosters an environment of creativity and innovation while ensuring that intellectual property is protected and utilized for the benefit of the company and its stakeholders. Employees are encouraged to consult with their supervisors or the legal department for any clarifications regarding IP rights and responsibilities.

Exit Interview

Accuspace values feedback from employees who are leaving the organization, recognizing it as an opportunity to improve workplace practices and enhance employee satisfaction. To ensure a smooth transition for departing employees, the following steps are part of the exit interview process:

Scheduling: Exit interviews are typically scheduled during the employee’s notice period and conducted by a member of the HR team. The timing is arranged to accommodate both the employee’s and the company’s schedules.
Feedback Gathering: The purpose of the exit interview is to gather honest feedback about the employee’s experience, including insights into workplace culture, management practices, job satisfaction, and areas for improvement. Employees are encouraged to share constructive suggestions and concerns.
Return of Company Property: Departing employees are required to return all company property, including access cards, laptops, mobile devices, and any other assets provided during employment. A checklist will be provided to ensure all items are accounted for.
Clearance of Dues: The HR and finance teams will coordinate to settle any outstanding dues, including final salary payments, reimbursements, or other financial matters. Employees will receive a detailed breakdown of their final settlement.
Confidentiality: Feedback provided during the exit interview will be treated with confidentiality and used solely to improve organizational practices. The company values the departing employee’s candid input and ensures that it will not affect future references or relationships.

Leave

Accuspace provides a structured leave policy to ensure that employee time off is managed efficiently and aligns with operational requirements. Employees are expected to plan and request leave well in advance to minimize disruption to workflows. Approval of leave requests is subject to management discretion and business needs, particularly during peak periods or critical project timelines. Unapproved or excessive absenteeism may result in disciplinary action.

Types of leave offered include annual leave, sick leave, and maternity/paternity leave, in accordance with applicable labor laws. Emergency leave requests will be considered on a case-by-case basis, but employees must notify their supervisor as soon as possible.

For further details regarding the company’s leave policies, including eligibility, entitlements, and procedures, please refer to the Leave Policy enclosed with this Code of Conduct Handbook.

Performance Management and Appraisal

At Accuspace, employee performance is reviewed regularly to foster growth, provide constructive feedback, and recognize achievements. Annual appraisals are conducted to evaluate individual contributions, set future objectives, and align personal goals with organizational priorities. The appraisal process ensures transparency, encourages skill enhancement, and identifies opportunities for professional development. For comprehensive details, please refer to the Performance Management and Appraisal Policy enclosed with this Code of Conduct Handbook.

Referral

Employees are encouraged to contribute to the company’s growth by referring highly qualified candidates who align with the organization’s values, culture, and hiring needs. The referral program is designed to attract top talent while rewarding employees for their proactive involvement. Referrals must comply with the company’s hiring policies, and all referred candidates will undergo the standard recruitment and selection process.

Successful referrals may qualify for rewards as per the company’s referral program; however, these rewards are discretionary and contingent on the referred candidate’s successful onboarding and tenure as defined in the program’s terms and conditions. The company reserves the right to assess the suitability of referred candidates and to modify, suspend, or discontinue the referral program at its sole discretion, without prior notice.

Workplace Safety and Health

Accuspace is committed to ensuring a safe, secure, and healthy work environment for all employees, clients, and visitors. Employees are required to adhere to all safety protocols, use protective equipment where applicable, and report hazards or unsafe conditions immediately to their supervisor or the designated safety officer. The company emphasizes proactive measures to prevent accidents and promote well-being. For comprehensive guidelines and procedures, please refer to the Workplace Safety and Health Policy enclosed with this Code of Conduct Handbook.

Awards and Recognition

At Accuspace, we believe in fostering a culture of appreciation and motivation by recognizing and rewarding exceptional performance and achievements. Employees who demonstrate outstanding contributions, innovation, or commitment to the organization’s goals are acknowledged through various awards, recognition programs, and initiatives.

These programs are designed to celebrate individual and team accomplishments while inspiring others to strive for excellence. Awards may include certificates, monetary rewards, public recognition, or other forms of acknowledgment based on the specific criteria of the program. The company continually reviews and evolves its recognition initiatives to ensure they remain meaningful and aligned with organizational values.

POSH (Prevention of Sexual Harassment)

Accuspace is committed to creating a workplace that is safe, inclusive, and free from any form of sexual harassment. The company strictly enforces the provisions of the POSH Act, 2013 to prevent, address, and resolve instances of sexual harassment in a confidential, impartial, and timely manner.

Employees are encouraged to maintain professionalism and mutual respect, and any incidents or concerns can be reported to the Internal Complaints Committee (ICC) without fear of retaliation. The ICC ensures fair investigation and resolution in compliance with legal requirements and company policies.

For detailed guidelines, procedures, and resources, please refer to the POSH Policy enclosed with this Code of Conduct Handbook.

Adoptive Work Culture

At Accuspace, we are dedicated to cultivating a dynamic work culture that aligns with the company’s vision, values, and strategic objectives. Our adoptive work culture is built on the pillars of collaboration, innovation, and inclusivity, enabling us to respond effectively to the ever-evolving demands of the real estate industry.

Employees are expected to embrace flexibility, adaptability, and a willingness to learn and grow, ensuring they remain aligned with the company’s goals. Open communication and mutual respect are emphasized to foster teamwork and drive collective success. Accuspace values diversity and encourages employees to contribute their unique skills and perspectives to enhance creativity and problem-solving.

The company prioritizes creating an environment where employees are empowered to excel while maintaining accountability and delivering results. This culture not only supports individual development but also ensures that every team member’s efforts directly contribute to the organization's growth and competitive edge in the marketplace.

Accuspace retains the discretion to implement initiatives, programs, or adjustments to this work culture to better meet organizational goals and maintain operational excellence.

Anti-Corruption

Accuspace upholds a zero-tolerance policy towards corruption, bribery, and unethical practices in all aspects of its operations. All employees, vendors, contractors, and third-party associates are required to adhere to the highest ethical standards and comply with all applicable laws, including the Prevention of Corruption Act, 1988 and other anti-corruption regulations.

Prohibition of Corrupt Practices:
- Employees must not, directly or indirectly, engage in bribery, kickbacks, embezzlement, or any corrupt activity to secure or influence business outcomes.
- Offering, promising, or receiving any form of gift, payment, favor, or benefit that could be perceived as influencing a decision or compromising integrity is strictly prohibited.
Compliance with Laws and Policies: All business transactions and dealings must comply with applicable anti-corruption laws and the company’s internal policies. Employees must ensure that all financial and operational records are accurate and transparent, reflecting the true nature of transactions.
Reporting Obligations: Employees are obligated to report any suspected or actual incidents of corruption or unethical practices immediately through the company’s whistleblower mechanism. Failure to report known violations will be treated as complicity and subject to disciplinary action.
Gifts and Hospitality: Employees must declare and seek prior approval for any gifts, hospitality, or benefits offered or received that exceed INR 5,000 in value. Gifts or entertainment must never be given or accepted to influence business decisions or gain unfair advantages.
Audits and Monitoring: The company reserves the right to conduct periodic audits and investigations to ensure compliance with anti-corruption policies. Employees must fully cooperate with any such audits or inquiries.
Consequences of Non-Compliance: Any employee found in violation of this policy will face strict disciplinary action, including termination of employment, recovery of damages, and potential criminal prosecution. Third-party vendors or contractors engaging in corrupt practices will have their contracts terminated and may face legal consequences.

Social Security of Employees

Accuspace is committed to meeting its statutory obligations concerning employee social security in accordance with applicable laws. Social security benefits will be provided to eligible employees strictly as per legal requirements and company policies, ensuring operational efficiency and alignment with business priorities.

Provident Fund (PF): Accuspace contributes to the Employees' Provident Fund (EPF) as mandated by the Employees' Provident Funds and Miscellaneous Provisions Act, 1952. Contributions are made for eligible employees only and are calculated based on statutory limits.
Gratuity: Gratuity benefits will be provided to employees who complete five years of continuous service, as required by the Payment of Gratuity Act, 1972. The benefit amount will be strictly calculated as per the statutory formula and limited to the provisions of the law.
Employee State Insurance (ESI): ESI benefits will be extended to employees earning below the statutory wage threshold as per the Employees' State Insurance Act, 1948. Employees exceeding the threshold will not be covered under this scheme.
Workplace Compensation: Compensation for workplace injuries or occupational illnesses will be provided to employees not covered under ESI as per the Employee’s Compensation Act, 1923. Benefits will be limited to the scope and extent specified under the law.
Statutory Compliance: Accuspace adheres to all applicable laws concerning professional tax and any other state-mandated deductions. Employees are responsible for ensuring the accuracy of documents submitted for compliance purposes.
Additional Benefits: Any benefits provided beyond statutory requirements, such as health insurance, wellness programs, or retirement schemes, are offered at the sole discretion of the company. Such benefits may be modified, suspended, or withdrawn without prior notice and will not constitute a contractual obligation.
Eligibility and Limitations: Employees must meet all statutory eligibility criteria to avail of social security benefits. Misrepresentation or failure to provide accurate documentation will result in forfeiture of benefits and may lead to disciplinary action.

Client Interaction

At Accuspace, maintaining professionalism, integrity, and excellence in all client interactions is non-negotiable. Employees are expected to represent the company with the utmost honesty, respect, and courtesy at all times, ensuring that client trust and satisfaction remain paramount.

Professional Conduct: Always act in a manner that upholds the company’s reputation, including maintaining appropriate behavior, attire, and communication.
Confidentiality: Protect all client information and ensure that no proprietary or sensitive data is disclosed without proper authorization.
Compliance: Ensure that all interactions comply with applicable laws, contractual obligations, and company policies.
Conflict Resolution: Address client concerns promptly and professionally. Escalate issues to management if necessary, avoiding personal commitments that exceed your authority or expertise.

Communication

Accuspace requires all employees to maintain the highest standards of professionalism, accuracy, and confidentiality in all internal and external communications. Employees are strictly prohibited from engaging in any form of communication that could harm the company’s reputation, breach confidentiality, or contravene ethical standards.

Internal Communication: Must be clear, respectful, and aligned with the company’s values. Use appropriate channels and avoid sharing sensitive or proprietary information with unauthorized individuals.
External Communication: Includes emails, reports, presentations, and verbal interactions. Must accurately represent the company and align with its branding and ethical guidelines. Only authorized spokespersons may speak on behalf of the company.
Confidentiality: Protect confidential and sensitive company information at all times. Unauthorized sharing or distribution will lead to disciplinary action, including termination and legal prosecution.
Prohibited Communications: Any communication containing inappropriate, discriminatory, or offensive language is forbidden. Refrain from personal comments that could be construed as company views.
Monitoring and Compliance: The company reserves the right to monitor communications to ensure compliance. Violations will result in disciplinary action, up to and including termination.

Cash Handling

Accuspace enforces strict policies for cash handling to ensure accountability, security, and transparency. Employees responsible for handling cash must comply with the following guidelines:

Accuracy and Documentation: All cash transactions must be accurately recorded and supported by valid receipts or documentation. Discrepancies must be reported immediately.
Secure Storage: Cash must be securely stored in designated safes or lockboxes. Access is restricted to authorized personnel only.
Authorization and Approval: All cash disbursements or collections require prior approval. Personal use of company cash is prohibited.
Reporting Discrepancies: Any shortages, excesses, or irregularities must be reported immediately to the relevant authority.
Audit and Monitoring: Regular audits and reconciliations will be conducted to verify compliance and prevent misuse.
Training and Compliance: Mandatory training on cash management is required. Adherence to all related policies is enforced.
Consequences of Non-Compliance: Negligence, fraud, or misuse will result in termination, recovery of funds, and possible legal action.

Company Asset Usage

Accuspace provides employees with access to company assets, including equipment, vehicles, technology, and tools, to facilitate their duties. Use of these assets is a privilege and must adhere to the following guidelines:

Authorized Use Only: Assets are for work-related purposes only. Personal use is prohibited unless authorized.
Care and Maintenance: Employees are responsible for proper handling and safeguarding of assigned assets. Report damage or loss immediately. Negligence will result in disciplinary measures.
Data Security: Electronic devices must comply with data security policies. Unauthorized access or sharing of credentials is prohibited.
Return of Assets: Assets must be returned in good condition upon termination or request. Damaged or missing assets will be recovered financially.
Prohibition of Misuse: Assets must not be used for illegal, unethical, or unauthorized activities. The company reserves the right to monitor usage.
Consequences of Non-Compliance: Misuse or damage will result in termination, financial recovery, and possible legal prosecution.

Media and Political Relations

Accuspace prioritizes its reputation, confidentiality, and compliance with ethical and legal standards in all social media, media, and political activities. Employees must adhere to the following guidelines:

Social Media Usage: Use responsibly. Do not post content that harms the company’s reputation or breaches confidentiality. Unauthorized representation is prohibited.
Media Interactions: Only designated spokespersons may speak to the media. Refer all inquiries to the media relations team. Do not disclose proprietary information.
Confidentiality: Do not share confidential information publicly under any circumstances.
Political Activities: Must be personal, outside work hours, and without company branding or resources.
Monitoring and Enforcement: The company may monitor public activities. Violations will result in termination and legal action.
Zero-Tolerance: Any breach of these guidelines will lead to immediate disciplinary action and potential legal proceedings.

Whistleblower

Accuspace is committed to transparency, accountability, and ethical conduct. Employees are encouraged to report any unethical practices, misconduct, or policy violations without fear of retaliation.

Confidentiality: Reports can be made confidentially through the whistleblower mechanism. Unauthorized disclosure of identity is prohibited.
No Retaliation: Reports made in good faith are protected. Retaliation will result in disciplinary action.
Scope of Reporting: Includes fraud, corruption, harassment, policy breaches, and more. Frivolous or false reports will be subject to disciplinary action.
Investigation Process: An independent committee will investigate all reports impartially. Employees must cooperate and provide truthful information.
Mandatory Reporting: Employees aware of violations must report them promptly or face disciplinary measures.

Internet and Email Usage

Company-provided internet and email services are essential business tools. Employees must use them responsibly and securely:

Permissible Use: Primarily for work-related tasks. Personal use is allowed within reasonable limits and must not interfere with work or network security.
Prohibited Activities: Accessing inappropriate or illegal content, personal business ventures, or unauthorized software installations is forbidden.
Confidentiality and Security: Do not share confidential information without authorization. Use strong passwords, encryption, and multi-factor authentication.
Monitoring and Oversight: The company may monitor all activities. Violations will be investigated and result in disciplinary action.
Data Integrity and Retention: Maintain professional communication. Archive critical emails per data retention policy.
Consequences of Non-Compliance: Misuse will lead to termination and possible legal consequences. Damages will be recovered from responsible employees.

Employee Termination

Termination of employment may occur for misconduct, non-performance, redundancy, or other valid reasons. The process is governed by applicable laws and company policies:

Grounds for Termination:
- Misconduct: Fraud, theft, harassment, policy violations, insubordination.
- Non-Performance: Failure to meet performance expectations after support and warnings.
- Redundancy: Organizational changes or restructuring.
- Non-Compliance: Policy breaches or statutory violations.
Notice Period: As per employment agreement or legal requirements. In gross misconduct, termination may be without notice.
Exit Formalities: Return of assets, clearance of dues, signing relevant documentation. Final settlement processed after completion.
Legal Compliance: All terminations comply with relevant labor laws. Employees are entitled to notice or pay in lieu unless gross misconduct.
Consequences of Non-Compliance: Failure to return assets or adhere to exit procedures may result in financial recovery and legal action.
Dispute Resolution: Disputes handled as per labor laws, employment agreement, and company mechanisms. Employees may approach labor courts if necessary.

Travel

Business travel must be conducted responsibly, cost-effectively, and in alignment with company policies:

Pre-Approval and Authorization: All travel must be approved by the relevant manager. Unauthorized travel is not reimbursed.
Travel Bookings: Use company-approved vendors. Choose cost-effective options; first-class requires senior management approval.
Travel Advances and Expenses: Request advances per policy. Submit valid receipts for reimbursement. Non-business or excessive expenses will not be reimbursed.
Compliance During Travel: Maintain professionalism and adhere to local laws. Misconduct will result in disciplinary action.
Reporting and Accountability: Submit travel reports if required. Ensure accurate expense documentation.
Consequences of Non-Compliance: Unauthorized expenses or false claims will lead to disciplinary measures and recovery of funds.
Personal Travel: Combining personal travel requires prior approval. Additional personal costs are borne by the employee.

Grievance Redressal

Accuspace is committed to providing a clear, accessible mechanism for employees to voice concerns and have them addressed fairly and transparently.

Scope

The grievance redressal mechanism covers issues such as:

Workplace harassment or discrimination.
Policy violations or unethical practices.
Interpersonal conflicts.
Concerns related to working conditions, compensation, or benefits.

Reporting a Grievance

Immediate Supervisor: Raise concerns directly with your manager.
Human Resources (HR): Report to the HR department for assistance.
Grievance Redressal Committee (GRC): Submit a written complaint to the GRC.

Investigation Process

Acknowledgment: The grievance will be acknowledged within 48 hours.
Investigation: The GRC or designated personnel will conduct an impartial investigation.
Interviews: Relevant parties may be interviewed and evidence reviewed for a fair resolution.

Resolution

Appropriate corrective or disciplinary action, if necessary.
Recommendations for policy or practice changes to prevent recurrence.
Formal response to the employee detailing resolution steps.

Confidentiality

All grievances will be handled confidentially. Information is shared only with those involved in resolution.

Non-Retaliation

Employees raising grievances in good faith will not face retaliation.

Appeals

If dissatisfied, employees may escalate to senior management or the Board of Directors for further review.

Reporting Violations

Accuspace encourages reporting of policy violations, ethical breaches, or unlawful behavior to maintain transparency and accountability.

Scope of Reportable Issues

Violations of company policies or procedures.
Unethical practices, including fraud or corruption.
Discrimination, harassment, or workplace misconduct.
Breaches of confidentiality or data protection policies.

Reporting Channels

Immediate Supervisor: For initial reporting.
HR Department: Formal complaints to HR.
Ethics Officer: Serious violations can be reported directly.

Investigation Process

Acknowledge Receipt: Confirm receipt within 48 hours.
Conduct an Inquiry: Investigate thoroughly, maintaining confidentiality.
Take Corrective Action: Address violations promptly, including disciplinary measures if needed.

Confidentiality and Protection

Reports are handled discreetly. Retaliation against good-faith reporters is strictly prohibited.

Anonymous Reporting

An anonymous whistleblower mechanism is available to encourage reporting without fear of identification.

Disciplinary Actions

Accuspace enforces disciplinary measures to address non-compliance, misconduct, or policy violations.

Types of Disciplinary Actions

Verbal Warnings: For minor infractions.
Written Warnings: For repeated or serious violations.
Suspension: Temporary removal pending investigation or as penalty.
Termination: For severe or repeated misconduct.

Grounds for Disciplinary Action

Examples include persistent tardiness, policy breaches, harassment, theft, or fraud.

Disciplinary Process

Investigation: Gather facts and evidence.
Documentation: Document findings and allow employee response.
Implementation: Apply appropriate disciplinary action based on severity.

Appeal Mechanism

Employees may appeal decisions in writing to senior management or the appeals committee within 7 working days.

Amendments

Accuspace recognizes the need to evolve. This Handbook is subject to periodic updates:

Updates to existing policies or addition of new policies.
Revisions to comply with changes in laws.
Adjustments reflecting organizational changes or strategic goals.

Amendments will be communicated via official channels and take effect on the specified date. Employees must acknowledge and comply with changes from that date onward.

Accuspace values employee feedback to ensure the Handbook remains relevant and comprehensive.