(Recruitment, Training & Employment Policy)
Effective Date: 01 January 2022
Welcome to the official recruitment platform of SRBS Bhartiya Airways Services Private Limited ("the Company").
These Employment Terms & Conditions ("Terms") govern all recruitment activities, employment applications, interviews, assessments, onboarding procedures, training programmes, probation, employment, and related services offered by the Company.
By accessing this website, submitting an application, uploading documents, registering for any recruitment process, attending interviews, participating in training programmes, or accepting any employment-related communication from the Company, every applicant acknowledges that they have carefully read, understood, and agreed to be legally bound by these Terms & Conditions.
If an applicant does not agree with any provision contained herein, such applicant should immediately discontinue the recruitment process and refrain from submitting any application for employment.
The Company reserves the unrestricted right to amend, modify, replace, suspend, or withdraw these Terms & Conditions at any time without prior notice. The latest version published on the Company's official website shall always prevail and shall be deemed legally binding upon all applicants and employees.
Recruitment & Selection Policy
1.1 Nature of Recruitment
The recruitment process conducted by the Company is entirely merit-based and business-driven.
Submission of an employment application, participation in interviews, online assessments, document verification, or training programmes shall not create any employer-employee relationship nor shall it guarantee appointment or employment.
The Company reserves the sole and absolute discretion to shortlist, reject, suspend, defer, or cancel the candidature of any applicant at any stage of the recruitment process without assigning any reason.
1.2 Selection Process
Depending upon the position applied for, the recruitment process may include one or more of the following:
Selection shall be based solely upon the Company's internal assessment standards, operational requirements, business needs, and management discretion.
The Company's decision regarding recruitment shall be final and binding.
Onboarding, Training Evaluation & Stipend Policy
Candidates provisionally selected for the positions of Sales Executive (SE), Business Development Executive (BDE), or any other position as notified by the Company shall be required to undergo a mandatory Training and Evaluation Programme before confirmation of employment.
The standard duration of the Training and Evaluation Programme shall ordinarily be Seven (7) to Fifteen (15) days.
However, where considered necessary by the Management based upon the candidate's learning progress, operational performance, attendance, behavioural standards, or business requirements, the evaluation period may be extended up to a maximum period of Twenty (20) days.
The purpose of the Training and Evaluation Programme is to assess the candidate's professional competence, communication skills, learning ability, system adaptability, discipline, productivity, customer handling capability, ethical conduct, and overall suitability for employment.
Participation in the Training and Evaluation Programme shall not be construed as confirmation of employment or guarantee of appointment.The Company reserves the absolute right to discontinue the candidature of any participant at any stage of the evaluation process if the required performance standards are not achieved.
The Training and Evaluation Programme is fundamentally an assessment process. Financial compensation shall become payable only in accordance with the conditions set forth below.
(A) Non-Qualification During Training
Where a candidate fails to successfully qualify the Training and Evaluation Programme within the prescribed evaluation period, the recruitment process shall automatically stand discontinued.
In such circumstances:
(B) Qualification Within Seven (7) Days
Where a candidate successfully qualifies the Training and Evaluation Programme within the initial Seven (7) days and receives written confirmation from the Company, the Training Period shall be treated as part of active employment.
Accordingly, salary shall be calculated from the candidate's original date of joining (Day One).
(C) Qualification Between Fifteen (15) and Twenty (20) Days
Where the Management extends the Training and Evaluation Programme and the candidate successfully qualifies between the Fifteenth (15th) and Twentieth (20th) day, the candidate shall be eligible to receive a one-time consolidated Training Stipend of INR 1,500 for the entire Training Period.
Regular monthly salary shall commence from the immediate next working day following the successful completion of the Training Programme and issuance of written confirmation by the Company.
The Company's assessment regarding qualification, extension of training, or discontinuation shall be final, conclusive, and binding on the candidate.
The Training Programme is intended solely for evaluation, orientation, and assessment purposes.
Completion of training shall not automatically entitle any individual to permanent employment unless expressly confirmed by the Company through written communication.
The Company may, at its sole discretion, terminate or discontinue the Training Programme at any stage where the candidate fails to meet the Company's expected standards of performance, discipline, attendance, integrity, or professional conduct.SECTION 3
Attendance, Working Hours, Leave Restrictions & Probation Policy
The Training and Evaluation Programme constitutes a mandatory assessment phase and requires the candidate's continuous participation throughout the prescribed duration.
Every candidate shall maintain regular attendance, punctuality, discipline, and active participation during the Training Programme.
The Company reserves the right to maintain attendance records through manual registers, biometric devices, electronic attendance systems, CRM records, dialer logs, system login reports, or any other method deemed appropriate.Attendance records maintained by the Company shall be treated as final and conclusive for all administrative and employment-related purposes.
Considering that the Training Programme is an evaluation process and not confirmed employment, no leave of any nature shall ordinarily be admissible during the Training Period, including but not limited to:
Any absence, late reporting, early departure, or discontinuation of training without prior written authorization may be treated as unsatisfactory performance and may result in immediate discontinuation of the candidate from the recruitment process.
The Company reserves the right to determine whether any absence is justified based on the facts and circumstances of each case.
Successful completion of the Training Programme shall not automatically confirm employment.
Employment shall be deemed confirmed only after:
Until such confirmation is issued, the applicant shall continue to remain under evaluation.
Every employee whose candidature is confirmed shall undergo a mandatory Probation Period of Three (3) Months, unless otherwise specified in the Appointment Letter.
The purpose of probation is to evaluate the employee's overall suitability for continued employment.
During probation, the Company may assess:
The Company may extend the probation period, confirm employment, or discontinue employment based on its assessment.
Employees on probation are expected to maintain regular attendance and uninterrupted continuity of work.
Any leave during the probation period shall require prior written approval from the Reporting Manager or Human Resources Department.
Submission of a leave request shall not automatically constitute approval.
The Company may reject any leave request depending upon operational requirements, staffing needs, business priorities, employee performance, or any other administrative consideration.
Any employee remaining absent without prior written approval or valid justification may be treated as having committed misconduct.
Without prejudice to any other rights available under applicable law, the Company reserves the right to initiate disciplinary action, which may include:
Salary payable during the probation period shall be subject to:
The Company reserves the right to withhold, adjust, or deduct payments to the extent permitted under applicable law where deductions are authorized, including recovery of Company property, approved advances, or other lawful recoveries.
No employee shall be entitled to claim salary for any period during which no work was performed, subject to applicable law.
Successful completion of the probation period shall not automatically result in permanent employment.
Confirmation shall become effective only upon issuance of a formal written Confirmation Letter by the Company.
Until such confirmation is issued, the employee shall continue to be governed by the terms applicable to probationary employment.
The Company's decision regarding confirmation, extension of probation, or discontinuation of employment shall be final, subject to applicable law.SECTION 5
Employees shall become eligible to avail leave benefits only upon successful completion of the mandatory probation period, unless otherwise specified in their Appointment Letter or required under applicable law.
Grant of leave shall always remain subject to business requirements, workforce availability, operational exigencies, and prior written approval by the Company.
Leave shall not be deemed to be a matter of right merely because an employee has applied for the same.
Upon successful completion of probation, an employee may be eligible for One (1) Casual Leave (CL) per calendar month, subject to the following conditions:- Leave must be applied for in advance through the prescribed approval process.
Employees shall be eligible for Six (6) Sick Leaves during a calendar year, subject to Company policy and applicable law.
Where an employee remains absent on medical grounds, the Company may require the submission of:
Failure to provide satisfactory supporting documents may result in the absence being treated as Leave Without Pay (LWP/LOP), subject to applicable law and Company policy.
The Company reserves the right to verify the authenticity of medical documents submitted by the employee.
Performance Evaluation & Salary Review
The Company is committed to maintaining a performance-driven work culture.
Employee performance shall be reviewed periodically based upon business objectives, operational requirements, and organizational performance standards.
Performance evaluation may include, but shall not be limited to:
The Company's evaluation methodology shall remain confidential and may be revised from time to time.
The Company may conduct salary reviews and performance appraisals at intervals determined by management, ordinarily every six (6) months.
Salary increments, promotions, incentives, and other financial benefits shall be entirely performance-based and shall depend upon:
Nothing contained in these Terms shall be construed as creating an automatic right to any salary increase, promotion, bonus, or incentive.
Resignation, Notice Period & Full & Final Settlement
Any employee intending to voluntarily resign from employment shall submit a formal written resignation through the Company's prescribed communication channel.
Unless otherwise stated in the Appointment Letter, the employee shall serve a mandatory Thirty (30) Days' Notice Period or such other notice period as may be specified by the Company.
The Company may, at its discretion and be subject to applicable law, waive, reduce, or require completion of the notice period.Clause 7.2 – Failure to Serve Notice Period
Where an employee resigns without serving the prescribed notice period or abandons employment without authorization, the Company may, subject to applicable law and the terms of employment:
An employee who remains continuously absent from duty without authorization and without reasonable communication for the period prescribed under Company policy may be treated as having abandoned employment, subject to due process and applicable law.
The Company may initiate disciplinary proceedings and take appropriate action in accordance with its internal policies and applicable legal requirements.
Upon cessation of employment, the Company shall process the employee's Full & Final Settlement in accordance with:
The Company may withhold settlement until all Company property, confidential information, identity cards, access credentials, laptops, mobile devices, documents, and other assets have been returned and all exit formalities have been completed.
Experience Letters, Relieving Letters, and other employment-related documents shall ordinarily be issued after completion of the applicable exit process and fulfillment of Company requirements.SECTION 8
Confidentiality, Intellectual Property & Company Assets
During the course of recruitment, training, probation, or employment, candidates and employees may receive access to confidential and proprietary information belonging to the Company.
Such confidential information includes, but is not limited to:
No candidate or employee shall, during or after employment, directly or indirectly:
any confidential information of the Company except with prior written authorization.
Any unauthorized disclosure or misuse of confidential information may result in disciplinary action, termination of employment, and legal proceedings as permitted under applicable law.
All documents, files, laptops, desktops, mobile devices, SIM cards, access cards, identity cards, software licenses, email accounts, CRM access, official telephone numbers, digital assets and any other property provided by the Company shall remain the exclusive property of the Company.
Employees shall exercise reasonable care while using Company property and shall immediately report any loss, theft, or damage.
Upon resignation, termination, or cessation of employment, all Company property shall be returned immediately in good working condition, subject to reasonable wear and tear.
The Company reserves the right to recover the value of any unreturned or damaged property in accordance with applicable law.
Code of Conduct & Workplace Behaviour
Every employee is expected to maintain the highest standards of integrity, professionalism, discipline, and ethical conduct.
Employees shall:
The following acts may constitute misconduct:
The Company may initiate disciplinary proceedings, including suspension or termination, after following its internal disciplinary process and applicable law.
The Company is committed to providing a safe, respectful, inclusive, and harassment-free workplace.
Any complaint relating to sexual harassment shall be dealt with in accordance with the applicable provisions of law and the Company's internal policies.
Where required by law, complaints shall be referred to the Internal Committee (IC) or other competent authority for inquiry.
Retaliation against any person who reports a genuine complaint or participates in an investigation is strictly prohibited.SECTION 11
Data Protection & Privacy
The Company may collect, process, store, verify, and use personal information submitted by candidates and employees for legitimate recruitment, employment, payroll, compliance, security, verification, training, and administrative purposes.
By submitting personal information to the Company, the applicant consents to such processing in accordance with applicable law and the Company's Privacy Policy.
The Company shall implement reasonable administrative and technical safeguards to protect personal information; however, no electronic system can guarantee absolute security.
To the maximum extent permitted by applicable law:
Nothing contained herein shall exclude or limit any liability that cannot legally be excluded under applicable law.
Governing Law & Jurisdiction
These Terms & Conditions shall be governed by and interpreted in accordance with the laws of the Republic of India.
Any dispute arising out of or relating to these Terms, recruitment, training, employment, or separation from employment shall be subject to the exclusive jurisdiction of the competent courts having jurisdiction over the Company's registered office, unless otherwise required by applicable law.
The Company reserves the absolute right to amend, revise, modify, replace, suspend, or withdraw these Terms & Conditions, HR policies, operational guidelines, compensation structures, leave policies, or employment procedures at any time.
Any revised version published on the Company's official website shall become effective from the date of publication unless otherwise specified.
If any provision of these Terms is held to be invalid, illegal, or unenforceable by a court of competent jurisdiction, the remaining provisions shall continue in full force and effect.
Failure or delay by the Company in enforcing any provision shall not constitute a waiver of its rights.
These Terms constitute the entire understanding relating to recruitment and employment matters covered herein and supersede any prior oral representations to the extent permitted by law.
By accessing this website, submitting an application, registering for recruitment, participating in interviews or training, uploading documents, or accepting any employment-related communication from the Company, every applicant confirms that they have carefully read, understood, and agreed to these Employment Terms & Conditions.
Continued use of the Company's recruitment platform shall constitute unconditional acceptance of these Terms & Conditions and any amendments published from time to time.
The Company reserves all rights not expressly granted herein.
