🏢 GoOne Official Employee Policy 

(Effective from: 1st May 2025)

1. 📅 Attendance Policy

  • All employees attendance marked by their senior via the GoOne Electronic Attendance System (App/Web Portal).

  • Manual or verbal attendance will not be accepted under any circumstances.

  • Attendance records will be regularly monitored by the HR Department.

2. 🌟 Career Growth & Recognition Program

"Our Team is Our Strength – Together We Grow!"

💰 Weekly Travel Allowance (TA) Payment

  • Employees will be entitled to receive a weekly Travel Allowance (TA) to support their field activities and maintain consistent motivation.
  • The TA payment will commence from the second week of employment, ensuring quick financial assistance and smooth operational performance.
  • If any employee resigns or leaves the organization before completing 15 days of service notice, their pending Travel Allowance (TA) will be credited to their account after 90 days from the date of exit, subject to verification and clearance by the HR & Accounts Department.

💰 Salary Disbursement Policy

  • Salaries will be disbursed on the 1st, 10th, and 20th of every month.
  • After completing one month of service, employees may request a change to their preferred salary date by sending an email to the Accounts Department for approval and update.

💰 Incentive Payment Policy

  • Monthly performance incentives will be credited to the employee’s account within five (5) days after the salary disbursement date.
    All incentive payments will be processed based on verified performance reports and departmental approval.

🏆 Monthly Performance Reward

  • Best Performer of the Month will be recognized and rewarded.

  • Additional performance bonuses for achieving or exceeding targets.

  • Team and individual recognition to encourage healthy competition.

📈 Business Turnover Incentive for all manager designation 

  • Employees will receive area-based business growth incentives.

  • Higher the turnover, higher the incentive.

  • Encourages employees to work like business partners.

3. 🚫 Leave Policy

  • During the first three months (Probation Period), no Paid Leave (PL) will be granted.

  • Only Unpaid Leave for emergencies may be granted with prior approval from management.

  • 10 Paid Leaves every year.

    • Can be used for personal, family, or health reasons.

    • Option to encash or carry forward unused leaves as per company policy.

  • If an employee takes leave on the working day immediately before or after any official/company holiday, then:

    • The holiday will also be counted as Absent

    • Leave + Holiday will be treated as continuous absence

    • This rule applies to all types of leave (Casual Leave, Paid Leave, Unpaid Leave, etc.)

    • Exceptions, if any, will be allowed only with prior written approval from Management

4. ⚠️ Discipline & Termination Policy

  • Any misconduct, fraud, violation of company policies, negligence, or damage to company property will attract strict disciplinary action.

  • Continuous unexplained absence (AA - Absent with Penalty) may lead to a Warning, Salary Deduction, or Termination.

  • In severe cases, Immediate Termination without Notice may be enforced.

5. 📝 Resignation & Final Settlement Policy

  • A written resignation with at least 30 days' prior notice is mandatory for all resigning employees.

  • Salary and dues for the month in which resignation is tendered will be processed and credited to the employee's bank account within 90 days of the last working day (subject to clearance process).

  • Resignation without notice or violation of exit procedures may lead to a salary hold or deduction.

6. 💰 Liability for Loss/Damage

  • If any financial, physical, technical, or brand-related damage is caused to the company due to an employee's actions or negligence, the concerned employee and/or their reporting senior will bear the responsibility and recovery liability.

  • The company will maintain documented proof of such incidents for future reference.

7. 🖥️ Work Ethics & Confidentiality

  • All employees must protect company data, software, client details, pricing, and marketing strategies with the highest level of confidentiality.

  • Unauthorized sharing, misuse, or theft of company information is strictly prohibited and may result in legal action.

8. 💼 General Code of Conduct

  • Employees must adhere to punctuality, proper dress code, professional behavior, and respectful interaction with colleagues and customers.

  • Use of alcohol, drugs, or weapons on company premises is strictly forbidden.

  • The company follows a strict Zero-Tolerance Policy against sexual harassment, caste/religion discrimination, or offensive behavior.

9. 📚 Training & Performance Evaluation

 " A 10-day training period is mandatory for all employees. The salary for the training period will remain under company bond and will be released after successful completion of one year (12 months) of continuous service.
However, if the employee continues to work in the company even after completing one year, the training period salary will remain in company bond until the employee’s official resignation and full & final settlement. If an employee leaves the organization before completing one year, the training period salary will not be payable."

  • Every employee will undergo performance evaluation during their probation period.

  • Periodic training in digital skills, operational procedures, and workplace safety is mandatory.

  • Poor performance or failure to improve may result in contract termination.

10. 🏥 Health & Safety Policy

  • The company will provide necessary PPE Kits, Sanitizers, and First Aid facilities at the workplace.

  • In case of any workplace accident, applicable insurance claims (if covered) will be processed as per the company’s insurance policy and terms.
    This insurance policy will be provided and managed by a third-party company authorized by GoOne Communication.
    The insurance premium amount for the first year will be collected from the employee at the time of joining or policy activation.
    Subsequent renewals, if applicable, will be handled as per the company’s policy and the third-party insurer’s terms.

11. 📢 Policy Revision Rights

  • GoOne Management reserves the right to modify, update, or amend this policy without prior notice.

  • Employees will be informed via official communication (Email/Notice) whenever such updates are made.

 

12. 🔄 Policy Updates & Versioning

  • This Employee Policy is effective from 1st May 2025.

  • Any future updates, changes or additions will be issued with an official Policy Version Number & Date.

  • All employees will be notified via Email/Notice about such updates.

🤝 Our Commitment

At GoOne, we believe Happy Employees = Growing Company.
We are committed to creating a rewarding, supportive, and growth-oriented workplace.

Field Employees Travel Allowance (T.A.) Policy

1. Purpose

The purpose of this SOP is to define a transparent, accurate, and controlled process for calculation, approval, and payment of Travel Allowance (T.A.) for field employees, using GPS-based software tracking.

2. Scope

This SOP is applicable to:

  • Field Executives

  • Sales & Marketing Field Staff

  • Service / Delivery Field Staff

  • Supervisors / Seniors (SR)

  • HR and Accounts Departments

3. Travel Allowance Rate

  • Field Employees shall be paid ₹2.50 (Rupees Two and Fifty Paise only) per kilometer as Travel Allowance.

  • T.A. is payable only for official field duties.

4. Distance Calculation Method

  1. Travel distance shall be calculated strictly through:

    • Company-approved software/application

    • GPS-based location tracking

  2. Manual distance calculation, verbal confirmation, or self-declared distance shall not be accepted.

5. Attendance & Base Location Rules

  1. The employee’s first attendance location for the day shall be:

    • The location mentioned in the advance weekly work schedule

  2. The weekly schedule must be:

    • Pre-approved

    • Updated in the system in advance

  3. If the weekly schedule is not available in the system, the T.A. claim may be rejected.

6. Location Change Process (By Senior – SR)

  1. If a Senior (SR) changes the assigned duty location of an employee:

    • The change must be provided in written form

  2. Accepted written communication includes:

    • Official WhatsApp message

    • Email

    • CRM / System remark

  3. Verbal instructions shall not be considered valid for T.A. approval.

  4. The written confirmation must be available before or on the same working day.

7. Accounts Department Approval Criteria

  1. The Accounts Department shall approve T.A. claims only if:

    • GPS travel data

    • Attendance location

    • Weekly schedule

    • Written location change approval (if applicable)
      — all are consistent and verified.

  2. In the absence of written approval for location change:

    • The T.A. claim shall be rejected.

8. Dispute Resolution

  • In case of any discrepancy or dispute:

    • GPS data from the approved software shall be treated as final evidence.

    • The decision of the Accounts Department shall be final and binding.

9. Misuse & Disciplinary Action

Any of the following shall be treated as policy violation:

  • Incorrect or fake location reporting

  • False attendance marking

  • Inflated or fraudulent T.A. claims

Actions may include:

  • Rejection of T.A. claim

  • Written warning

  • Financial recovery

  • Disciplinary action up to termination, in case of repeated violations

10. Effective Date & Amendments

  • This SOP shall be effective from 20/12/2025.

  • The Company reserves the right to amend, modify, or withdraw this SOP at any time without prior notice.

Approval & Authorization

Issued By: Human Resources Department
Approved By: Management
Applicable To: All Field Employees