H E L T LH E O
R E!
Woohoo! YOU’RE ONBOARD! We know it could be intimidating at a new office, but worry not as this Employee Handbook (EHB) will be your personal (and non-annoying) guide to all-things Circles.Life. No need for awkward conversations about procedures and policies, compensation & benefits and employee welfare, as you can find everything in the following pages. Note that the EHB is a living document and as such subject to change. But we’ll keep you in the loop by updating changes to the EHB and Company Policies on Google Drive.
H E L T LH E O
R E!
Woohoo! YOU’RE ONBOARD! We know it could be intimidating at a new office, but worry not as this Employee Handbook (EHB) will be your personal (and non-annoying) guide to all-things Circles.Life. No need for awkward conversations about procedures and policies, compensation & benefits and employee welfare, as you can find everything in the following pages. Note that the EHB is a living document and as such subject to change. But we’ll keep you in the loop by updating changes to the EHB and Company Policies on Google Drive.
What’s life like at Circles.Life?
Plan, Unlimited Me.
The crew at Circles.Life is a young, innovative and
Circles Asia and Circles.Life are brought to you
energetic bunch of digital telco, out on a secret
by Liberty Wireless Pte. Ltd., a Singapore
mission to re-imagine the mobile experience for
based company incorporated in 2014. Liberty
the ‘mobile’ customers. We are the first digital
Wireless shareholders are established
telco in Singapore to create a customer-centric
individuals and institutions, seeped in
mobile platform.
experience, and surely the best in the telco sector from Singapore and the region.
Everyone wants a simpler life, including our customers. So we do just that- make their lives
We’re just a passionate bunch of folks
simpler, their smiles broader and their tasks a lot
determined to re-sketch the local telco
easier by giving them power over their mobile
landscape, and make sure that our customers
needs. We believe in exclusive customer
get more out of life. More importantly, all of
centricity, so we enable them to customise their
us want to set an example for the home crowd
unique plans and pay for only what they want!
of Singapore.
And our services are the “Transformers” of telecommunication: they mould according to the
Liberty Wireless Technologies India, was set
user’s needs.
up in 2018 with the vision to spread our wings of success to the second-largest telecommunication market with its ever-expanding contribution to the GDP of the second-largest population in the world.
What’s life like at Circles.Life?
Plan, Unlimited Me.
The crew at Circles.Life is a young, innovative and
Circles Asia and Circles.Life are brought to you
energetic bunch of digital telco, out on a secret
by Liberty Wireless Pte. Ltd., a Singapore
mission to re-imagine the mobile experience for
based company incorporated in 2014. Liberty
the ‘mobile’ customers. We are the first digital
Wireless shareholders are established
telco in Singapore to create a customer-centric
individuals and institutions, seeped in
mobile platform.
experience, and surely the best in the telco sector from Singapore and the region.
Everyone wants a simpler life, including our customers. So we do just that- make their lives
We’re just a passionate bunch of folks
simpler, their smiles broader and their tasks a lot
determined to re-sketch the local telco
easier by giving them power over their mobile
landscape, and make sure that our customers
needs. We believe in exclusive customer
get more out of life. More importantly, all of
centricity, so we enable them to customise their
us want to set an example for the home crowd
unique plans and pay for only what they want!
of Singapore.
And our services are the “Transformers” of telecommunication: they mould according to the
Liberty Wireless Technologies India, was set
user’s needs.
up in 2018 with the vision to spread our wings of success to the second-largest telecommunication market with its ever-expanding contribution to the GDP of the second-largest population in the world.
M O I U S R S I O N
Giving power back to the customer.
Leading innovation in the telco industry
Building a great place to work and grow
M O I U S R S I O N
Giving power back to the customer.
Leading innovation in the telco industry
Building a great place to work and grow
V A L C UE N E T R E
Be open-minded. Respect all views.
Wow your customers. Deliver happiness.
We are open minded and unassuming individu-
Circles.Life was created to put power back in
als. Here at Circles.Life, everyone’s ideas and
the hands of mobile customers. Every one of
opinions are respected. Always explain your
us is on a mission to continuously amaze
views, and allow others to explain theirs. We
them with our technology, our service, and
strive to have open, honest discussions/debates,
we do it with passion. We take pride in
and make the best decision for the company.
delivering happiness.
We are bold. We dare to innovate.
Work hard or smart. But take ownership.
Circle.Lifers are Disruptors and Innovators.
Circles.Lifers are goal-oriented and hard working
We take calculated risks. We do things
people. We do thorough research and gather
differently, and we do them With Conviction.
information to make the best decision, but we do not
Most importantly, we learn from experience
get stuck in analysis paralysis. We take ownership for
to do things better next time.
our actions, decisions and are responsible for the “end-to-end” of our projects.
We are the Humble-bee.
We learn. We grow. We thrive. Together.
We have been and will always continue doing great
To continue innovating and delivering the best
things, but as people of principles and integrity, we
experience possible for our customers, it is
know better not to become arrogant and complacent.
crucial that we have a growth mindset and keep
Here at Circles.Life, there is no superstar, we all work
on learning. We take every opportunity available
together to achieve goals. Always do the Right things,
to upgrade our knowledge, to develop ourselves
and do them with Humility.
professionally and personally.
V A L C UE N E T R E
Be open-minded. Respect all views.
Wow your customers. Deliver happiness.
We are open minded and unassuming individu-
Circles.Life was created to put power back in
als. Here at Circles.Life, everyone’s ideas and
the hands of mobile customers. Every one of
opinions are respected. Always explain your
us is on a mission to continuously amaze
views, and allow others to explain theirs. We
them with our technology, our service, and
strive to have open, honest discussions/debates,
we do it with passion. We take pride in
and make the best decision for the company.
delivering happiness.
We are bold. We dare to innovate.
Work hard or smart. But take ownership.
Circle.Lifers are Disruptors and Innovators.
Circles.Lifers are goal-oriented and hard working
We take calculated risks. We do things
people. We do thorough research and gather
differently, and we do them With Conviction.
information to make the best decision, but we do not
Most importantly, we learn from experience
get stuck in analysis paralysis. We take ownership for
to do things better next time.
our actions, decisions and are responsible for the “end-to-end” of our projects.
We are the Humble-bee.
We learn. We grow. We thrive. Together.
We have been and will always continue doing great
To continue innovating and delivering the best
things, but as people of principles and integrity, we
experience possible for our customers, it is
know better not to become arrogant and complacent.
crucial that we have a growth mindset and keep
Here at Circles.Life, there is no superstar, we all work
on learning. We take every opportunity available
together to achieve goals. Always do the Right things,
to upgrade our knowledge, to develop ourselves
and do them with Humility.
professionally and personally.
E M P L O Y M E N T
What is our hiring philosophy We’re a company primarily based on aptitude. If you have the right ability, experience, education, training and most importantly, the attitude, we’ll welcome you with open arms and the biggest of smiles. We run on equality, and you can be assured of no discrimination ever based on religion, age, gender, national origin, sexual orientation, race or color. If you have what it takes to be a part of Circles.Life, then your employment, promotion, development opportunities, pay and benefits will be decided based on each individuals merits and job specifications.
I N F O R M A T I O N
How does it all begin? It all starts with a legal contract of employment, along with a non-disclosure agreement to new employees, which the HR will issue to you. A legal contract may seem too jargonized and technical, and if you find yourself out of your depths, worry not, as your supervisor will explain to you the job duties, responsibilities, standards and contributions expected from you. During your stint with us, you will definitely undergo changes, your abilities and skills would grow or your job role may undergo certain transitions. A flexible approach to work will help you easily manoeuvre around these changes. The company reserves the right, at any time, to change your job responsibilities, or assign additional responsibilities. But we’ll definitely keep you in the loop with prior notification.
E M P L O Y M E N T
What is our hiring philosophy We’re a company primarily based on aptitude. If you have the right ability, experience, education, training and most importantly, the attitude, we’ll welcome you with open arms and the biggest of smiles. We run on equality, and you can be assured of no discrimination ever based on religion, age, gender, national origin, sexual orientation, race or color. If you have what it takes to be a part of Circles.Life, then your employment, promotion, development opportunities, pay and benefits will be decided based on each individuals merits and job specifications.
I N F O R M A T I O N
How does it all begin? It all starts with a legal contract of employment, along with a non-disclosure agreement to new employees, which the HR will issue to you. A legal contract may seem too jargonized and technical, and if you find yourself out of your depths, worry not, as your supervisor will explain to you the job duties, responsibilities, standards and contributions expected from you. During your stint with us, you will definitely undergo changes, your abilities and skills would grow or your job role may undergo certain transitions. A flexible approach to work will help you easily manoeuvre around these changes. The company reserves the right, at any time, to change your job responsibilities, or assign additional responsibilities. But we’ll definitely keep you in the loop with prior notification.
Let’s get to know each other As a new joinee, you’d probably be like a lost puppy for the first few days. It’s okay, we too were there once! To make things easier and to quickly induct you into the company’s culture and your job role, you will undergo an orientation briefing conducted by People & Culture. The knowledge of the company’s structure, policies and processes will help you quickly adapt, understand and kick start your contribution to the company.
Your quality time with us Typically, in a day you’d be working from 9.30am-6.30pm from Monday through Friday, unless stated differently. But since we are a large organization and your job role and the needs of the job may vary, so can your working hours. But don’t worry, we won’t spring that on you out of the blue. All such details will be mentioned in your Employment Contract or via a separate communication. We also trust that you, as a professional and skilled employee, will take full responsibility of your assigned tasks and deliver the same within the timelines agreed upon. Also note that any additional hours taken to complete the assigned work will not warrant any additional compensation/pay.
Let’s get to know each other As a new joinee, you’d probably be like a lost puppy for the first few days. It’s okay, we too were there once! To make things easier and to quickly induct you into the company’s culture and your job role, you will undergo an orientation briefing conducted by People & Culture. The knowledge of the company’s structure, policies and processes will help you quickly adapt, understand and kick start your contribution to the company.
Your quality time with us Typically, in a day you’d be working from 9.30am-6.30pm from Monday through Friday, unless stated differently. But since we are a large organization and your job role and the needs of the job may vary, so can your working hours. But don’t worry, we won’t spring that on you out of the blue. All such details will be mentioned in your Employment Contract or via a separate communication. We also trust that you, as a professional and skilled employee, will take full responsibility of your assigned tasks and deliver the same within the timelines agreed upon. Also note that any additional hours taken to complete the assigned work will not warrant any additional compensation/pay.
The litmus test
We love rewarding your hard work
The first three months are when we break the ice and get to
We know our employees put in a lot of hard work, and
know each other better and to see if there’s a mutual fit. The
nothing makes us happier than recognizing and rewarding
three-month probationary period determines your suitability
their efforts. The appraisal procedure, comprising of bi-annual
for permanent employment, unless otherwise stated in your
perfomance review and annual salary review, is an open
contract. Your probation period may be extended for further
discussion and assessment of your job performance,
assessment, without any contention.
contribution, and development areas.
Feedback, suggestion, or a query?
From dealing with a difficult employee to empty coffee machines, you can count on us to lend
Our doors are always open!
We put you first, and therefore, seek to foster an open, cooperative, and dynamic environment
an ear to any work problem, employee relations problem, problem between employee(s) and person(s) having business dealing with the company, or any complaint or problem involving an employee or a group of employees in relation to employee’s status and terms and conditions of employment, remuneration and fringe benefits, working conditions, safety and health.
in which employees and the company alike can thrive. Our Open-Door Policy ensures that your grievances are discussed and acted upon quickly, through open communication, feedback, and discussion about any matter of importance to you. Whether you have a problem, a complaint, a suggestion, or an observation, the company wants to hear from you, and only then is the company able to improve, address complaints, and foster employee understanding of the rationale for practices, processes, and decisions. And the policy also encourages you to discuss your issues and concerns with Human Resources. No matter how you approach your problem, complaint, or suggestion, you will find managers at all levels of the organization willing to listen and to help bring about a solution or a clarification.
The litmus test
We love rewarding your hard work
The first three months are when we break the ice and get to
We know our employees put in a lot of hard work, and
know each other better and to see if there’s a mutual fit. The
nothing makes us happier than recognizing and rewarding
three-month probationary period determines your suitability
their efforts. The appraisal procedure, comprising of bi-annual
for permanent employment, unless otherwise stated in your
perfomance review and annual salary review, is an open
contract. Your probation period may be extended for further
discussion and assessment of your job performance,
assessment, without any contention.
contribution, and development areas.
Feedback, suggestion, or a query?
From dealing with a difficult employee to empty coffee machines, you can count on us to lend
Our doors are always open!
We put you first, and therefore, seek to foster an open, cooperative, and dynamic environment
an ear to any work problem, employee relations problem, problem between employee(s) and person(s) having business dealing with the company, or any complaint or problem involving an employee or a group of employees in relation to employee’s status and terms and conditions of employment, remuneration and fringe benefits, working conditions, safety and health.
in which employees and the company alike can thrive. Our Open-Door Policy ensures that your grievances are discussed and acted upon quickly, through open communication, feedback, and discussion about any matter of importance to you. Whether you have a problem, a complaint, a suggestion, or an observation, the company wants to hear from you, and only then is the company able to improve, address complaints, and foster employee understanding of the rationale for practices, processes, and decisions. And the policy also encourages you to discuss your issues and concerns with Human Resources. No matter how you approach your problem, complaint, or suggestion, you will find managers at all levels of the organization willing to listen and to help bring about a solution or a clarification.
You will always leave with memories
The employee’s contract of employment may be terminated: Voluntary - This is initiated by the employee in writing, also known as resignation. Involuntary - This is initiated by the Company in writing. End of Contract - This occurs naturally when an employee’s contract reaches its end date. The notice period for termination from either, shall be based on the period mentioned in the contract of employment. For situations with voluntary termination with immediate effect or a shortfall of contractual notice period given, the terminating party shall pay salary in lieu of notice. We take discipline strictly, and any employee who, after going through disciplinary procedures, is found guilty of misconduct may be dismissed or terminated with immediate effect, and notice pay or salary in lieu will not be paid by the company. Earned annual leave balance will be encashed or considered to be ‘notice period’ by employee. This must be endorsed and approved of by the supervisor or the People & Culture Department. Note that it is the policy of the company that all employees exiting the organization shall complete an Exit Process. This process shall apply to both voluntary and involuntary separations.
You will always leave with memories
The employee’s contract of employment may be terminated: Voluntary - This is initiated by the employee in writing, also known as resignation. Involuntary - This is initiated by the Company in writing. End of Contract - This occurs naturally when an employee’s contract reaches its end date. The notice period for termination from either, shall be based on the period mentioned in the contract of employment. For situations with voluntary termination with immediate effect or a shortfall of contractual notice period given, the terminating party shall pay salary in lieu of notice. We take discipline strictly, and any employee who, after going through disciplinary procedures, is found guilty of misconduct may be dismissed or terminated with immediate effect, and notice pay or salary in lieu will not be paid by the company. Earned annual leave balance will be encashed or considered to be ‘notice period’ by employee. This must be endorsed and approved of by the supervisor or the People & Culture Department. Note that it is the policy of the company that all employees exiting the organization shall complete an Exit Process. This process shall apply to both voluntary and involuntary separations.
Let’s talk money! Your current month’s salary gets credited into your bank account before the end of the month.
Salary Deduction Provident Fund (PF) If you are an Indian citizen, it is statutory for the company to deduct contribution to your PF account from your monthly salary. The rates of your contribution shall be in accordance with the provisions of the Provident Fund Act. The Government may change these rates from time to time.
P A Y R O L L
A D M I N I S T R A T I O N
Let’s talk money! Your current month’s salary gets credited into your bank account before the end of the month.
Salary Deduction Provident Fund (PF) If you are an Indian citizen, it is statutory for the company to deduct contribution to your PF account from your monthly salary. The rates of your contribution shall be in accordance with the provisions of the Provident Fund Act. The Government may change these rates from time to time.
P A Y R O L L
A D M I N I S T R A T I O N
Public Holidays
Half-Day Leave
You shall be entitled to all Government-declared
Half-day leave is one half of the total
public holidays. We will release the Holiday
work hours of the day of leave applied
calendar by the end of December each year.
for. This excludes meal time.
All employees are entitled to 10 + 2 optional paid
L B E E AN E VF I ET S
public holidays in a year.
Annual Leave You shall be entitled to 15 days of paid annual leave every year. Your annual leave is computed on a calendar year basis, and annual entitlement is credited in the month of January. Annual leave will be calculated on a prorated basis if you have worked for less than a year.
Leave encashment Hate staying away from work? Get monetary beneďŹ ts for your unused annual leaves by encashing them every year. The unused leaves will be encashed every year in the month of February.
Annual Leave for Interns Interns are entitled to 1 day of leave per month, but they cannot encash balance leave.
Public Holidays
Half-Day Leave
You shall be entitled to all Government-declared
Half-day leave is one half of the total
public holidays. We will release the Holiday
work hours of the day of leave applied
calendar by the end of December each year.
for. This excludes meal time.
All employees are entitled to 10 + 2 optional paid
L B E E AN E VF I ET S
public holidays in a year.
Annual Leave You shall be entitled to 15 days of paid annual leave every year. Your annual leave is computed on a calendar year basis, and annual entitlement is credited in the month of January. Annual leave will be calculated on a prorated basis if you have worked for less than a year.
Leave encashment Hate staying away from work? Get monetary beneďŹ ts for your unused annual leaves by encashing them every year. The unused leaves will be encashed every year in the month of February.
Annual Leave for Interns Interns are entitled to 1 day of leave per month, but they cannot encash balance leave.
Sick/Hospitalization Leave
Compassionate Leave
Your health is our priority. Should you feel under the
Compassion is key in any family, and at Circles.Life, our employees are our family.
weather, we ensure that you get a maximum of 12 days of
All full-time confirmed employees are granted compassionate leave of up to three
casual/sick leave to recuperate.
(3) consecutive working days in the event of death in the immediate family. The following relationships are considered as immediate family — spouse, parents,
We understand that there are times you cannot pre-plan
parents-in-law, child, sibling and paternal/maternal grandparent. You may take
for matters of emergency or personal nature, that’s when
such leaves across three (3) consecutive working days.
you can use one of the casual leave. Your casual/sick leave during the notice period will be approved by the skip-level manager, if any, only in exceptional circumstances. If you manage to get through a year without using up all your sick leaves, then we are glad to have such a healthy person onboard! But unfortunately, sick leave cannot be accrued or carried forward from year to year. And if it so happens that you have to take any sick/hospitalization leave in excess of the entitlement, it shall be treated as a
Marriage Leave We want you to enjoy your wedding days to the fullest. After confirmation, you will be entitled to five (5) consecutive working days of leave on the occasion of your first legal marriage contracted whilst you are employed in the company. But don’t forget, you need to produce a properly authenticated marriage certificate to claim for the same and invite us all to the wedding.
no-pay leave. Note that you are not entitled to a paid sick leave on the following occasions, even if you are given a medical
Leave Administration
certificate by the doctor: 1) During annual leave/maternity leave
Before you go on any leave, don’t forget to submit all leave applications with
2) During no-pay leave which has been given approval
relevant documents via the congruous system, and get it approved by your
under exceptional circumstances.
manager prior to consumption of leave.
Sick/Hospitalization Leave
Compassionate Leave
Your health is our priority. Should you feel under the
Compassion is key in any family, and at Circles.Life, our employees are our family.
weather, we ensure that you get a maximum of 12 days of
All full-time confirmed employees are granted compassionate leave of up to three
casual/sick leave to recuperate.
(3) consecutive working days in the event of death in the immediate family. The following relationships are considered as immediate family — spouse, parents,
We understand that there are times you cannot pre-plan
parents-in-law, child, sibling and paternal/maternal grandparent. You may take
for matters of emergency or personal nature, that’s when
such leaves across three (3) consecutive working days.
you can use one of the casual leave. Your casual/sick leave during the notice period will be approved by the skip-level manager, if any, only in exceptional circumstances. If you manage to get through a year without using up all your sick leaves, then we are glad to have such a healthy person onboard! But unfortunately, sick leave cannot be accrued or carried forward from year to year. And if it so happens that you have to take any sick/hospitalization leave in excess of the entitlement, it shall be treated as a
Marriage Leave We want you to enjoy your wedding days to the fullest. After confirmation, you will be entitled to five (5) consecutive working days of leave on the occasion of your first legal marriage contracted whilst you are employed in the company. But don’t forget, you need to produce a properly authenticated marriage certificate to claim for the same and invite us all to the wedding.
no-pay leave. Note that you are not entitled to a paid sick leave on the following occasions, even if you are given a medical
Leave Administration
certificate by the doctor: 1) During annual leave/maternity leave
Before you go on any leave, don’t forget to submit all leave applications with
2) During no-pay leave which has been given approval
relevant documents via the congruous system, and get it approved by your
under exceptional circumstances.
manager prior to consumption of leave.
Maternity Leave Being a mother is a huge milestone for a woman. If you are expecting, you shall be eligible for 26 weeks of paid maternity leave if you meet the following criteria: You have been in service for at least 90 days preceding the birth of the child. You have given your supervisor and People & Culture at least four weeks’ notice before going on maternity leave, and informed them as soon as possible of your delivery. Otherwise, you will only be entitled to half the payment during maternity leave, unless you have a good enough reason for not giving the notice.
Paternity Leave It is not fair that only your wife gets to be at home with the new-born. If you have recently become a proud father, you shall be eligible to 7 days of paternity leave for all births, including legally adopted and stepchildren if you meet the following criteria: You are lawfully married to the child's mother. You have been in service for at least 90 days preceding the birth of the child.
Application of Maternity Leave The application for your maternity leave must be submitted to your supervisor or People & Culture at least four weeks before taking the leave.
Maternity Leave Being a mother is a huge milestone for a woman. If you are expecting, you shall be eligible for 26 weeks of paid maternity leave if you meet the following criteria: You have been in service for at least 90 days preceding the birth of the child. You have given your supervisor and People & Culture at least four weeks’ notice before going on maternity leave, and informed them as soon as possible of your delivery. Otherwise, you will only be entitled to half the payment during maternity leave, unless you have a good enough reason for not giving the notice.
Paternity Leave It is not fair that only your wife gets to be at home with the new-born. If you have recently become a proud father, you shall be eligible to 7 days of paternity leave for all births, including legally adopted and stepchildren if you meet the following criteria: You are lawfully married to the child's mother. You have been in service for at least 90 days preceding the birth of the child.
Application of Maternity Leave The application for your maternity leave must be submitted to your supervisor or People & Culture at least four weeks before taking the leave.
O T H E R
E M P L O Y E E
B E N E F I T S
O T H E R
E M P L O Y E E
B E N E F I T S
Mobile Reimbursement: You connect. We pay.
Employee Referrals: Get paid to bring your friends
We know how important it is to connect with the world. All
We believe that your friends are as awesome as you!
full-time confirmed employees are entitled for up to Rs. 2,500 of
Therefore, to facilitate the company’s talent acquisition
monthly mobile reimbursement upon submission of mobile bills.
process, full-time confirmed employees are encouraged to recommend qualified friends, relatives or colleagues for open positions. Circles.Life will reward full-time confirmed employees with Rs. 50,000 of cash bonus for every successful hire. 50% of the award will be given in the month of the new hire’s start date and the remaining
Monthly Team Lunch: Meet. Greet. Eat We feel that a team that can decide what to eat together can overcome any challenge. To foster team collaboration, all employees are encouraged to participate in team lunches on the second week of every month. Each employee can claim up to Rs 500 per person. Each group should send an email informing the People & Culture team on the details of their Team Lunch: Names of People, Date and Time of the lunch. The above details should be included in the Expense Claims Form to facilitate claim processing.
50% will be awarded after they have successfully completed probation.
Mobile Reimbursement: You connect. We pay.
Employee Referrals: Get paid to bring your friends
We know how important it is to connect with the world. All
We believe that your friends are as awesome as you!
full-time confirmed employees are entitled for up to Rs. 2,500 of
Therefore, to facilitate the company’s talent acquisition
monthly mobile reimbursement upon submission of mobile bills.
process, full-time confirmed employees are encouraged to recommend qualified friends, relatives or colleagues for open positions. Circles.Life will reward full-time confirmed employees with Rs. 50,000 of cash bonus for every successful hire. 50% of the award will be given in the month of the new hire’s start date and the remaining
Monthly Team Lunch: Meet. Greet. Eat We feel that a team that can decide what to eat together can overcome any challenge. To foster team collaboration, all employees are encouraged to participate in team lunches on the second week of every month. Each employee can claim up to Rs 500 per person. Each group should send an email informing the People & Culture team on the details of their Team Lunch: Names of People, Date and Time of the lunch. The above details should be included in the Expense Claims Form to facilitate claim processing.
50% will be awarded after they have successfully completed probation.
M E D I C A L
I N S U R A N C E
We’ve got your back... and probably your throat and spleen too.
B E N E F I T S
Group Hospitalization & Surgical Your health is important to us! This plan is designed to protect and provide you with a basic coverage for illness or accidents requiring surgery or hospitalization. This has been proposed with respect to the industry standards. Timely Health Talks, Annual Health Check-up camps and more are organized to make sure your health is on-the-track. The Medical Insurance of Rs. 5 Lacs covers the Self + Spouse + 2 Children + Parents
Eligibility All full-time permanent employees of the company will be eligible to participate in this plan upon joining. The coverage ceases on the day following the last day of service with the company.
M E D I C A L
I N S U R A N C E
We’ve got your back... and probably your throat and spleen too.
B E N E F I T S
Group Hospitalization & Surgical Your health is important to us! This plan is designed to protect and provide you with a basic coverage for illness or accidents requiring surgery or hospitalization. This has been proposed with respect to the industry standards. Timely Health Talks, Annual Health Check-up camps and more are organized to make sure your health is on-the-track. The Medical Insurance of Rs. 5 Lacs covers the Self + Spouse + 2 Children + Parents
Eligibility All full-time permanent employees of the company will be eligible to participate in this plan upon joining. The coverage ceases on the day following the last day of service with the company.
Attendance & Punctuality: We move with the clock We know that waking up on a Monday morning can be tough. But we got to do what we got to do. The normal working hours in a week shall be as follows: Monday to Friday: 9.30am-6.30pm (one-hour lunch break between 12 noon to 2pm). You are expected to be punctual and report for work as required. If an unforeseen emergency arises which might force you to be late for work or require to apply for a leave, it is indispensable for you to call-in, send a phone message or send an email to inform your supervisor and the People & Culture team, within one hour of your scheduled start time. Absence or delay in notifying the same will be construed as an unexcused absence and could result in disciplinary action. The following information should be provided at the time of calling/informing: Reason for being late or absent Expected time/date of arrival at work
C O D E
C O O F N D U C T
Attendance & Punctuality: We move with the clock We know that waking up on a Monday morning can be tough. But we got to do what we got to do. The normal working hours in a week shall be as follows: Monday to Friday: 9.30am-6.30pm (one-hour lunch break between 12 noon to 2pm). You are expected to be punctual and report for work as required. If an unforeseen emergency arises which might force you to be late for work or require to apply for a leave, it is indispensable for you to call-in, send a phone message or send an email to inform your supervisor and the People & Culture team, within one hour of your scheduled start time. Absence or delay in notifying the same will be construed as an unexcused absence and could result in disciplinary action. The following information should be provided at the time of calling/informing: Reason for being late or absent Expected time/date of arrival at work
C O D E
C O O F N D U C T
Absence Without Notice: We’re worried about you! Work can be overbearing at times and might make you want to take a few days off. Go on that much-needed vacation. Just remember to let us know. The company reserves the right to terminate an employee who has been absent from work for two consecutive days without notice to their superior or the People and Culture team.
Dress Code: We love those Hawaiian shirts, but let’s keep those for special events, shall we? We are not a formal bunch of people. Smart casual working attire is our go-to outfit for all days.
Absence Without Notice: We’re worried about you! Work can be overbearing at times and might make you want to take a few days off. Go on that much-needed vacation. Just remember to let us know. The company reserves the right to terminate an employee who has been absent from work for two consecutive days without notice to their superior or the People and Culture team.
Dress Code: We love those Hawaiian shirts, but let’s keep those for special events, shall we? We are not a formal bunch of people. Smart casual working attire is our go-to outfit for all days.
Workplace Cleanliness: We don’t like seeing banana peels on the desk either We believe our workplace is our second home or for some of our in-house workaholics; their first home. A clean workplace also projects a positive image to your colleagues and visitors and promotes a sense of order and security in individuals. When you are away from the workplace, such as during tea/lunch break, remember to keep all your property and sensitive documents under lock. When you leave for the day, please ensure that your desk is tidy and all relevant/confidential documents are kept in a secure place.
Meeting Protocols: Let’s respect and value each other’s time and opinions We love to meet new people. If provided, please use the meeting rooms for any scheduled meetings. Plan ahead and send calendar invites for all meetings and give sufficient notice for us to get ready as well. Please be punctual for all meetings and in any case that you are delayed or are unable to attend, send in an appropriate notice to the meeting organizer. Be courteous and do refrain from using your mobile phones or laptops while attending a meeting, unless it is relevant to the meeting. Employees are prohibited from recording any conversation on a personal device without first seeking permission of all other parties to the conversation. Any breach will be considered a disciplinary offence.
Workplace Cleanliness: We don’t like seeing banana peels on the desk either We believe our workplace is our second home or for some of our in-house workaholics; their first home. A clean workplace also projects a positive image to your colleagues and visitors and promotes a sense of order and security in individuals. When you are away from the workplace, such as during tea/lunch break, remember to keep all your property and sensitive documents under lock. When you leave for the day, please ensure that your desk is tidy and all relevant/confidential documents are kept in a secure place.
Meeting Protocols: Let’s respect and value each other’s time and opinions We love to meet new people. If provided, please use the meeting rooms for any scheduled meetings. Plan ahead and send calendar invites for all meetings and give sufficient notice for us to get ready as well. Please be punctual for all meetings and in any case that you are delayed or are unable to attend, send in an appropriate notice to the meeting organizer. Be courteous and do refrain from using your mobile phones or laptops while attending a meeting, unless it is relevant to the meeting. Employees are prohibited from recording any conversation on a personal device without first seeking permission of all other parties to the conversation. Any breach will be considered a disciplinary offence.
Copyright for Works Developed in the Course of Employment: We trust you! We value the work you do with us. Upon signing the terms and conditions of employment with Liberty Wireless Technologies, you
Change of Personal Particulars: Not being too nosy For any personal changes, (we’re not talking about the adorable kitten that you adopted), but changes that can aect professional aspects too, please inform the People & Culture team of any updates, such as:
acknowledge that Liberty Wireless Technologies and all associated
- Home address
entities, shall have sole and exclusive copyright over all job-related
- Marital status
work developed or created by you during your term of employment
- Telephone number
with us. You must also, to the best of your ability, assist Liberty
- Citizenship / Permanent resident status
Wireless in enforcing copyright with respect to the work developed.
- Other
Printer and Photocopier Usage: One for the environment Save energy and limit printing and photocopying usage to
Return of Company Property: Leave with the memories, not the memo pad When you leave us, take back only the happy memories with you. Prior to your leave, ensure that you return all company property. This includes, if relevant, the following:
oďŹƒcial purposes only. Wherever possible, print on both sides of
- Laptop/desktop accessories
the paper and use recycled paper for rough or draft printing.
- Company mobile phones - Keys - Access key cards - Reference materials / restricted documents - Any other company property
Copyright for Works Developed in the Course of Employment: We trust you! We value the work you do with us. Upon signing the terms and conditions of employment with Liberty Wireless Technologies, you
Change of Personal Particulars: Not being too nosy For any personal changes, (we’re not talking about the adorable kitten that you adopted), but changes that can aect professional aspects too, please inform the People & Culture team of any updates, such as:
acknowledge that Liberty Wireless Technologies and all associated
- Home address
entities, shall have sole and exclusive copyright over all job-related
- Marital status
work developed or created by you during your term of employment
- Telephone number
with us. You must also, to the best of your ability, assist Liberty
- Citizenship / Permanent resident status
Wireless in enforcing copyright with respect to the work developed.
- Other
Printer and Photocopier Usage: One for the environment Save energy and limit printing and photocopying usage to
Return of Company Property: Leave with the memories, not the memo pad When you leave us, take back only the happy memories with you. Prior to your leave, ensure that you return all company property. This includes, if relevant, the following:
oďŹƒcial purposes only. Wherever possible, print on both sides of
- Laptop/desktop accessories
the paper and use recycled paper for rough or draft printing.
- Company mobile phones - Keys - Access key cards - Reference materials / restricted documents - Any other company property
Harassment: A huge red flag that we’ll never ignore You earn our respect every time you value the integrity of others. The company takes workplace harassment extremely seriously. This harassment could be sexual, emotional, verbal, or harassment about race, nationality, etc. The form of harassment may either be face to face, or through other forms of communications such as electronic mail. If you feel that you are being harassed, or unsure if you are, please contact the People & Culture team for the appropriate review and actions to be carried out. The company respects and supports diversity, hence discrimination of any sort is not tolerated. Circles.Life would not tolerate indiscipline in any form or shape. The progressive disciplinary process practiced in Circles.Life will start from a verbal warning at the ďŹ rst oense and may lead to suspension or termination of employment for repeated instances. The People & Culture team shall maintain a record of such misconduct irrespective of whether the employee is warned, suspended or terminated. In cases where the Company terminates employment due to a case of harassment, an employee shall not be entitled to receive severance pay. This workplace harassment policy applies to all employees, contractors, public visitors and anyone else with whom the employees come into contact with at work.
Harassment: A huge red flag that we’ll never ignore You earn our respect every time you value the integrity of others. The company takes workplace harassment extremely seriously. This harassment could be sexual, emotional, verbal, or harassment about race, nationality, etc. The form of harassment may either be face to face, or through other forms of communications such as electronic mail. If you feel that you are being harassed, or unsure if you are, please contact the People & Culture team for the appropriate review and actions to be carried out. The company respects and supports diversity, hence discrimination of any sort is not tolerated. Circles.Life would not tolerate indiscipline in any form or shape. The progressive disciplinary process practiced in Circles.Life will start from a verbal warning at the ďŹ rst oense and may lead to suspension or termination of employment for repeated instances. The People & Culture team shall maintain a record of such misconduct irrespective of whether the employee is warned, suspended or terminated. In cases where the Company terminates employment due to a case of harassment, an employee shall not be entitled to receive severance pay. This workplace harassment policy applies to all employees, contractors, public visitors and anyone else with whom the employees come into contact with at work.
Discrimination: All of us are here to work together It is a violation of Company's policy to discriminate in the provision of employment opportunities, benefits or privileges; to create discriminatory work conditions; or to use discriminatory evaluative standards in employment if the basis of that discriminatory treatment is, in whole or in part, the person's race, color, national origin, age, religion, disability status, gender, sexual orientation, gender identity, genetic information or marital status.
Reporting conflict or harassment: Blow the ‘Whistle’ Circles.Life is committed to providing a professional and harassment-free workplace by maintaining an ethical culture, one of integrity and compliance through adoption and execution policies and standards. Employees who observe any undisclosed romantic relationship in the workplace, and/or suspect the harassment of/by an employee or contractor, can report it by sending an email to whistleblow@circles.asia. The report can be on anyone including the leadership team, someone from the P&C team or the founders, we do not discriminate. You can report it to Celine, Alex or the Founders (in person or via email). We assure you that all reports will be treated with strict confidentiality.
Discrimination: All of us are here to work together It is a violation of Company's policy to discriminate in the provision of employment opportunities, benefits or privileges; to create discriminatory work conditions; or to use discriminatory evaluative standards in employment if the basis of that discriminatory treatment is, in whole or in part, the person's race, color, national origin, age, religion, disability status, gender, sexual orientation, gender identity, genetic information or marital status.
Reporting conflict or harassment: Blow the ‘Whistle’ Circles.Life is committed to providing a professional and harassment-free workplace by maintaining an ethical culture, one of integrity and compliance through adoption and execution policies and standards. Employees who observe any undisclosed romantic relationship in the workplace, and/or suspect the harassment of/by an employee or contractor, can report it by sending an email to whistleblow@circles.asia. The report can be on anyone including the leadership team, someone from the P&C team or the founders, we do not discriminate. You can report it to Celine, Alex or the Founders (in person or via email). We assure you that all reports will be treated with strict confidentiality.
Use of Company Assets: A lot is at your disposal, but be judicious and ethical
General Business Principles (GBP): Rules are good for everyone
We give you the power to use the company assets in order to achieve
Our principles are the foundation for all our actions. All employees are expected
your goals. In return, as responsible employees, you are expected to
to adhere to the guidelines mentioned below while conducting business on
ensure the protection of assigned company assets. Any theft of
behalf of the company.
company assets assigned to you must promptly be reported to the People & Culture team. You are not allowed to install any software on
You, as an employee, are required to sign a Non-disclosure Agreement (NDA)
your own without first getting an approval from the Infra team. You
prior to the start of your employment. In case of breach of the NDA, the company
will be held responsible for any illegal software found on your
reserves its right to take necessary appropriate actions against the neglectful and
laptop/desktop. Should you be unfamiliar with the type of licensing
to be indemnified and kept indemnified by the employee for any losses or
required, please check with the Infra team.
damage suffered and/or incurred by the company, including but not limited to, legal costs and expenses.
Expense Claim Policy: If you’ve spent it, then put a claim on it! If you spend to further your professional objectives, then we’ve got you covered. You can submit your claims via the relevant portal. Reimbursement of claims are subject to the manager’s approval of the claim which will also be done via the concerned system. Claim processing is done by the Finance department on a monthly basis.
Use of Company Assets: A lot is at your disposal, but be judicious and ethical
General Business Principles (GBP): Rules are good for everyone
We give you the power to use the company assets in order to achieve
Our principles are the foundation for all our actions. All employees are expected
your goals. In return, as responsible employees, you are expected to
to adhere to the guidelines mentioned below while conducting business on
ensure the protection of assigned company assets. Any theft of
behalf of the company.
company assets assigned to you must promptly be reported to the People & Culture team. You are not allowed to install any software on
You, as an employee, are required to sign a Non-disclosure Agreement (NDA)
your own without first getting an approval from the Infra team. You
prior to the start of your employment. In case of breach of the NDA, the company
will be held responsible for any illegal software found on your
reserves its right to take necessary appropriate actions against the neglectful and
laptop/desktop. Should you be unfamiliar with the type of licensing
to be indemnified and kept indemnified by the employee for any losses or
required, please check with the Infra team.
damage suffered and/or incurred by the company, including but not limited to, legal costs and expenses.
Expense Claim Policy: If you’ve spent it, then put a claim on it! If you spend to further your professional objectives, then we’ve got you covered. You can submit your claims via the relevant portal. Reimbursement of claims are subject to the manager’s approval of the claim which will also be done via the concerned system. Claim processing is done by the Finance department on a monthly basis.
E M P L O Y O M F E N T
R E L A T I V E S
W O R R E K L A P T L I AO C N S E H I P S
E M P L O Y O M F E N T
R E L A T I V E S
W O R R E K L A P T L I AO C N S E H I P S
Scope
Hiring, Transfers, and Promotions:
At Circles.Life, we are a one, big, happy family. The People & Culture
Circles.Life will avoid the hiring, transfer, or promotion of the relative of
Manager is responsible for updating the policy regarding the workplace
an employee, or a romantic partner of an employee, into situations
relationships, taking final decisions on exceptions and approvals for
where the possibility of favoritism or conflicts of interest might exist.
employment, promotions, and transfers that fall under the consideration
Therefore, applicants will not be hired/employees will not be promoted
of this policy.
or transferred into a position:
This policy applies to all employees and applicants for full-time/part-time
- At the same department at a geographical location where a
employees or contractors, and the following relations: - Parents
relative/partner is already employed. - Where a relative/partner occupies a position in the supervisory chain of
- Parents-in-law
command under which the individual applicant or employee would work
- Uncles/Aunts
(no matter how far removed geographically).
- Nephews/Nieces - Spouses - Domestic/Romantic Partners Circles.Life considers any adult of at least 18 years of age (with no familial
- Where a relative/partner has access to confidential information (such as wages and salaries, employee benefits, personnel records, etc.). - Where a relative/partner will be in a position to influence, or appear to
relation) sharing the same primary residence, as well as a committed,
influence employment, personnel, or purchase and procurement
intimate relationship, to be your domestic partner.
decisions that might be made on behalf of the related applicant.
- Siblings - Siblings-in-law - Children (biological/adopted) - Children-in-law - Grandparents - Grandchildren
Scope
Hiring, Transfers, and Promotions:
At Circles.Life, we are a one, big, happy family. The People & Culture
Circles.Life will avoid the hiring, transfer, or promotion of the relative of
Manager is responsible for updating the policy regarding the workplace
an employee, or a romantic partner of an employee, into situations
relationships, taking final decisions on exceptions and approvals for
where the possibility of favoritism or conflicts of interest might exist.
employment, promotions, and transfers that fall under the consideration
Therefore, applicants will not be hired/employees will not be promoted
of this policy.
or transferred into a position:
This policy applies to all employees and applicants for full-time/part-time
- At the same department at a geographical location where a
employees or contractors, and the following relations: - Parents
relative/partner is already employed. - Where a relative/partner occupies a position in the supervisory chain of
- Parents-in-law
command under which the individual applicant or employee would work
- Uncles/Aunts
(no matter how far removed geographically).
- Nephews/Nieces - Spouses - Domestic/Romantic Partners Circles.Life considers any adult of at least 18 years of age (with no familial
- Where a relative/partner has access to confidential information (such as wages and salaries, employee benefits, personnel records, etc.). - Where a relative/partner will be in a position to influence, or appear to
relation) sharing the same primary residence, as well as a committed,
influence employment, personnel, or purchase and procurement
intimate relationship, to be your domestic partner.
decisions that might be made on behalf of the related applicant.
- Siblings - Siblings-in-law - Children (biological/adopted) - Children-in-law - Grandparents - Grandchildren
Workplace Relationships: Tell, don’t show At times, it is better to keep your personal and professional lives, separate. For the same reason, the following rules govern romantic relationships between employees in the workplace: Any romantic relationship should be immediately disclosed to the People & Culture Manager. No public displays of affection that are deemed to be inappropriate, discomfiting, and/or disruptive to a professional work environment and professional conduct, are allowed.
Exceptions To meet Circles.Life's hiring needs, exceptions to this policy may be allowed on a case-by-case basis by the People & Culture Manager on the following factors: The position to be filled requires a person with specialized training and experience not generally available in the employment market. There is a vital corporate need to fill the position. Substantial effort has been made to locate and employ a non relative. The relationship between the relative and the applicant or employee is unlikely to materially affect their employment.
Workplace Relationships: Tell, don’t show At times, it is better to keep your personal and professional lives, separate. For the same reason, the following rules govern romantic relationships between employees in the workplace: Any romantic relationship should be immediately disclosed to the People & Culture Manager. No public displays of affection that are deemed to be inappropriate, discomfiting, and/or disruptive to a professional work environment and professional conduct, are allowed.
Exceptions To meet Circles.Life's hiring needs, exceptions to this policy may be allowed on a case-by-case basis by the People & Culture Manager on the following factors: The position to be filled requires a person with specialized training and experience not generally available in the employment market. There is a vital corporate need to fill the position. Substantial effort has been made to locate and employ a non relative. The relationship between the relative and the applicant or employee is unlikely to materially affect their employment.
Reporting Procedures for Applicants - Applicants must declare any existing relatives/partners employed by Circles.Life during their application. - Before an employment offer is made to a relative/partner of an employee, the hiring manager should write to the People & Culture Manager for approval, detailing:
- Applicant’s name, location of office, department, and role - Employed relative’s/partner’s name, relation to applicant, office, department, and role - Supporting information for any potential exceptions e.g.
- Exception 1: Details on specialized training/experience required, and why they are not generally available - Exception 2: Days over original close date for the position - Exception 3: Number of screened and rejected candidates - Exception 4: Detailing how team/reporting/project structure will separate both relatives
The People & Culture manager may then authorize or reject the employment offer on the basis of the exceptions detailed above.
Reporting Procedures for Applicants - Applicants must declare any existing relatives/partners employed by Circles.Life during their application. - Before an employment offer is made to a relative/partner of an employee, the hiring manager should write to the People & Culture Manager for approval, detailing:
- Applicant’s name, location of office, department, and role - Employed relative’s/partner’s name, relation to applicant, office, department, and role - Supporting information for any potential exceptions e.g.
- Exception 1: Details on specialized training/experience required, and why they are not generally available - Exception 2: Days over original close date for the position - Exception 3: Number of screened and rejected candidates - Exception 4: Detailing how team/reporting/project structure will separate both relatives
The People & Culture manager may then authorize or reject the employment offer on the basis of the exceptions detailed above.
Reporting Procedures for Existing Employees Transfers & Promotions We are not heartless. We understand how hard it is to stay away from your loved ones. To request an exception to the policy for the promotion / transfer of a relative/partner of an employee, the hiring manager should write to the People & Culture Manager for approval, detailing: - Applicant’s name, location of office, department, and role - Employed relative’s name, relation to applicant, office, department, and role - Supporting information for any potential exceptions e.g.
- Exception 1: Details on specialized training/experience required, and why they are not generally available - Exception 2: Days over original close date for the position - Exception 3: Number of screened and rejected candidates - Exception 4: Detailing how team / reporting structure will separate both relatives
The People & Culture manager may then authorize or reject the promotion/transfer on the basis of the Exceptions detailed above.
Reporting Procedures for Existing Employees Transfers & Promotions We are not heartless. We understand how hard it is to stay away from your loved ones. To request an exception to the policy for the promotion / transfer of a relative/partner of an employee, the hiring manager should write to the People & Culture Manager for approval, detailing: - Applicant’s name, location of office, department, and role - Employed relative’s name, relation to applicant, office, department, and role - Supporting information for any potential exceptions e.g.
- Exception 1: Details on specialized training/experience required, and why they are not generally available - Exception 2: Days over original close date for the position - Exception 3: Number of screened and rejected candidates - Exception 4: Detailing how team / reporting structure will separate both relatives
The People & Culture manager may then authorize or reject the promotion/transfer on the basis of the Exceptions detailed above.
Reporting Procedures for Existing Employees Workplace Relationships: Love knows no boundaries, but relationships at work do come with some rules - Sometimes you fall in love with the person whom you spend most of your days with, at work. Where existing employees enter into a relationship: - Either employee must formally report the relationship to the People & Culture Manager. - If there is deemed to be an actual or potential conict of interest, the following should take place within 30 days of the report, on the part of the related employees and/or their managers: - Either employee may apply to transfer to a position that does not violate the policy - One or both the parties may resign - The reporting structure in the department may be revised so that neither employee - has a supervisory relationship with the other; - cannot access confidential information about the other; - influence / appear to influence employment, personnel, or purchase and procure decisions about the other. - If a decision is not reached and the violation is not resolved, the People & Culture Manager will resolve the situation on a case-by-case basis, applying the logic of the exceptions.
Reporting Procedures for Existing Employees Workplace Relationships: Love knows no boundaries, but relationships at work do come with some rules - Sometimes you fall in love with the person whom you spend most of your days with, at work. Where existing employees enter into a relationship: - Either employee must formally report the relationship to the People & Culture Manager. - If there is deemed to be an actual or potential conict of interest, the following should take place within 30 days of the report, on the part of the related employees and/or their managers: - Either employee may apply to transfer to a position that does not violate the policy - One or both the parties may resign - The reporting structure in the department may be revised so that neither employee - has a supervisory relationship with the other; - cannot access confidential information about the other; - influence / appear to influence employment, personnel, or purchase and procure decisions about the other. - If a decision is not reached and the violation is not resolved, the People & Culture Manager will resolve the situation on a case-by-case basis, applying the logic of the exceptions.
Liberty Wireless Private Technologies Pvt. Ltd. #21, 1st Floor, Brigade Square, Cambridge Layout, Ulsoor, Bengaluru - 560037
Design : VelocitaBrand.com
Liberty Wireless Private Technologies Pvt. Ltd. #21, 1st Floor, Brigade Square, Cambridge Layout, Ulsoor, Bengaluru - 560037
Design : VelocitaBrand.com