Objective

This policy outlines the company’s provisions for employee working hours,  punctuality, and attendance for employees. It emphasizes flexibility, support, absenteeism, and tardiness, and provides guidelines for unforeseen absences. This policy applies to all permanent and contractual employees.

Working hours

• Our company operates between 08:30AM to 05:30PM (08 hours excluding meal breaks) on weekdays. You may come to the workplace at any time depending on your team’s needs.
• Total working hours per week are 45 hours, with a maximum of 09 hours per day. Working hours below 07 hours in a day will be considered as half-day leave, while working hours below 3.5 hours will be considered as full-day leave.
• Short leaves are limited to a maximum of 02 hours. If your total working hours fall below the above-mentioned time frames, it will be considered as above unless the hours are covered for the day.
• Late arrivals and early departures are allowed for up to 30 minutes but must be covered within the total working hours. If your total working hours fall below the above-mentioned time frames, it will be considered as above unless the hours are covered.
• Additional working hours are not encouraged. However, in the case of critical tasks or project deliveries, the project manager should notify the team members, who may complete them at their discretion. These will be considered on the performance metrics.

You are responsible for tracking and monitoring your working hours. Tracking of time-sheets and check ins/outs should be done before 9PM every day. The total number of work hours shall be tracked through the time-sheets.

The check in/out timestamps will be tracked through the following mechanisms

• Bio-metric scanners for office physical employees
• Nexus for remote employees

Unforeseen absences

If you can’t come in to work one day, notify your Project manager as soon as possible. If your manager is in a different time zone or unreachable at that moment, contact the HR department instead. Afterwards, you should email your absence which can be drawn from your remaining leaves to cover this absence. Unapproved or unreported absence for more than three days will lead to disciplinary action.

We will understand if you have good reasons for being absent, even if you don’t report it. Those reasons usually involve serious accidents and family or acute medical emergencies. We may ask you to bring us any verification documents. In these cases, depending on the situation and management’s decision your absence may be “excused”.

The following list, although not exhaustive, includes reasons that we don’t consider excused absence:

• Waking up late.
• Stopping on the way to work for personal reasons.
• Traffic or public transportation delays excluding situations that result in the closing of roads.
• Bad weather, excluding extreme weather conditions like blizzards, hurricanes, and floods.
• Holidays that haven’t been approved.

Good attendance

You have a good attendance record when you:

• Report consistently to work.
• Come to work at the scheduled shift start time.
• Leave work at the scheduled shift end time (except when additional time is required).
• Remaining at work during working hours (excluding breaks).
• Take breaks that don’t exceed an expected length.
• Notify your manager when you need to be absent or late.
• Be absent or late for good reasons only.

Manager’s responsibility

If you manage employees or a team, you are responsible for monitoring their attendance. If you notice that a team member is consistently late or absent, arrange a private meeting to discuss. Ask your team member whether they experience issues with their schedule or whether they need help balancing their personal lives with work. Flexible hours, work-from-home, or time management training options may provide a solution.

If you suspect that your team member abuses their sick leave or is willfully tardy, you should inform HR and start a progressive discipline process.

Disciplinary action

If your manager suspects you abuse your sick leave, you may need to submit doctor’s notes to avoid our progressive discipline process. If you’re being tardy unintentionally, a corrective meeting will be our first attempt at a solution. We may take disciplinary action that goes up to and including termination if:

• Corrective discussion meetings don’t work.
• We find that you are willfully tardy.
• Your tardiness or absenteeism impacts your work.



Unexcused and unreported absences don’t count as hours worked, so we won’t compensate them.