Equal opportunity policy

We ensure that no one in the office never verbally or physically mistreats others or engage in offensive behaviour, and we don’t tolerate those who do. This includes harassing, bullying, abusive or intimidating treatment, inappropriate language or gestures, disorderly conduct, violence and any other conduct that interferes with a co-worker’s ability to do his or her job.

The Company’s Anti-Discrimination and Anti-Harassment Policy applies to all persons involved in the operations of the Company and prohibits harassment by any employee of the Company towards other employees as well as outside vendors and customers. If you wish to report a concern, you may email us at abhi@crmhike.com

Workplace health and safety

To work effectively, all of us need a healthy and safe work environment. All forms of substance abuse as well as the use or distribution of drugs and alcohol while at work is prohibited. Unless required as part of your role (for instance for security personnel where deemed necessary), possession and/or use of weapons/firearms or ammunition while on business of the Company is prohibited. All of us should be safe at our place of work in case of and emergency and follow emergency guidelines. Should you observe any unsafe situations at work, please reach out to the Helpline. Please also take the time to familiarize yourselves with emergency procedures and the safety manuals applicable to your location.

Employee code of conduct policy

Our Code of Conduct sets forth our core values, shared responsibilities, global commitments, and promises. It provides general guidance about the Company’s expectations, highlights situations that may require particular attention, and references additional resources and channels of communication available to us. It is also the first step for you to get clarity on any questions relating to ethical conduct. Our Code, however, cannot possibly address every situation we face at work. Therefore, the Code is by no means a substitute for our good judgment, upon which CRMHIKE depends. We must remember that each of us is responsible for our own actions and that the ethical choice is always the best choice. Please review the entire Code and refer to it whenever you have a question on ethical conduct. If requested to, you shall confirm in writing that you have reviewed the Code, and understand and agree to adhere to our core values, shared responsibilities, global commitments, and promises.

Attendance, vacation and time-off policies

Employees are requested to take a day off or take vacation leave to help things run more smoothly in the office. A PTO policy should outline how much time off employees receive, when and how they can accrue more time off, who they should contact to request their time off and anything else they may need to know about taking PTO. Other time off policies to consider creating include parental leave policies and bereavement leave policies.

Employees are expected to be on time and regular in attendance. This means being at your workspace and ready to work at your scheduled time each day. You will be given a 10- minute grace period after the start of your shift before you will be considered tardy. Employees who are tardy on more than five occasions will be subject to disciplinary action. Absenteeism and tardiness are burdensome to your co-workers and leaders, and will not be tolerated without just cause.

Employee disciplinary action policy

Any disciplinary action depends on the nature, severity, and frequency of the violation. It may vary depending upon local law. Please understand that those who violate the laws or regulations mentioned in the Code could expose themselves and the Company to substantial civil damages and criminal penalties.

Employees may face severe disciplinary action up to and including termination, in cases when they Cause a security breach, violate our confidentiality policy, cause an accident by recklessly using their phones.

Corrective action may be taken if you

• Violate or direct others to violate the Code, Company policies and procedures, or applicable laws.
• Fail to effectively monitor the actions of people you manage.
• Do not cooperate in a Company audit or investigation.
• Fail to participate in required training.
• Retaliate against someone for reporting a concern in good faith or for participating in an investigation of such a report.
• Disclose information learned during an internal investigation.

Employee complaint policies

Employees can file to document their concerns with an aspect of the workplace. These grievances might be filed as a result of an incident or conflict with a fellow employee. A grievance can be filed for nearly any reason, including physical workplace complaints, financial issues like payroll and social circumstances like harassment or bullying.

If you believe that you have been discriminated against, harassed or have not been given equal opportunities at work, you are encouraged to submit a complaint to:

• Your manager.
• Your skip-level manager.
• Human Resources.
• abhi@crmhike.com, if you believe you have been sexually harassed

Employee Cell Phone Policies

Employees can file to document their concerns with an aspect of the workplace. These grievances might be filed as a result of an incident or conflict with a fellow employee. A grievance can be filed for nearly any reason, including physical workplace complaints, financial issues like payroll and social circumstances like harassment or bullying. Employees may face severe disciplinary action up to and including termination, in cases when they cause a security breach, violate our confidentiality policy, cause an accident by recklessly using their phones.

We advise our employees to:

• Turn off or silence their phones when asked.
• To make business calls.
• To use productivity apps.
• To check important messages.
• To make brief personal calls away from the working space of colleagues.

We won’t allow employees to:

• Play games on the cell phone during working hours.
• Use their cell phone’s camera or microphone to record confidential information.
• Use their phones in areas where cell use is explicitly prohibited (e.g. Meeting Room.)
• Browsing or surfing inappropriate, illegal or obscene material on a cell phone inside the workplace using a corporate internet connection.