HR Policy

1. Ownership first

Ownership is the difference between someone who finishes a task and someone who owns a result. Getting paid for the role is the baseline, not the standard. What we expect:

• Own the outcome, not the ticket — if something is needed for your work to actually land, it is yours to chase. Do not stop at the boundary of the assignment.
• Production comes first — when something is broken in production or a customer commitment is at risk, it takes priority over the schedule. That sometimes means extra hours, and we do not pretend otherwise.
• Show up for meetings — join on time, come prepared, and read the context before the call rather than during it.
• Acknowledge messages outside hours — you are not expected to solve everything at night, but a call or message after hours should at least get an acknowledgement and a realistic time by which you will respond.
• Escalate early — telling someone a deadline is at risk on day two is ownership. Telling them on the deadline is not.
• Close the loop — the person who raised the issue should hear from you when it is resolved, without having to ask.

This cuts both ways. If ownership consistently requires long hours, that is a resourcing or planning problem for your manager to fix — not something you are expected to absorb indefinitely.

2. Hiring

• We hire on demonstrated ability. Every candidate goes through the same structured process for a given role, with a practical exercise relevant to the actual work.
• We do not discriminate on the basis of gender, caste, religion, race, disability, sexual orientation, marital status, pregnancy or age.
• Offers state fixed pay, variable pay and reporting line in writing before you are asked to accept.
• Referrals are welcome and go through the same evaluation as any other candidate.

3. Working hours and location

• We optimise for output, not hours logged. Core overlap hours exist so teams can collaborate; outside those, manage your own calendar.
• Remote and hybrid work are supported for roles where they work. Your offer or manager confirms the arrangement for your role.
• If you are consistently working late to keep up, that is a planning problem for your manager to solve, not a personal failing to absorb.

4. Compensation and review

• Salaries are benchmarked against market for the role, level and location.
• Performance and compensation are reviewed annually, with a lighter mid-year check-in focused on feedback rather than ratings.
• Promotions are based on scope and impact, and can happen off-cycle when the case is clear.
• Payroll is processed monthly, with statutory deductions as required by law.

5. Leave

Leave entitlements follow the applicable shops and establishments legislation and your employment agreement. In addition to earned and casual leave, Tecosys provides:

• Maternity leave as provided under the Maternity Benefit Act, 1961 (as amended).
• Paternity and adoption leave for the primary and secondary caregiver.
• Sick leave — you do not need to justify short illnesses in detail.
• Bereavement leave in the event of a death in the family.

Specific day counts for each category are listed in the internal HR handbook and in your employment agreement.

6. Code of conduct

• Treat colleagues, clients and candidates with respect. Disagree on the substance.
• Sexual harassment, bullying, discrimination and retaliation are grounds for termination. See our POSH Policy for the reporting process.
• Declare conflicts of interest — outside work, investments, or family relationships that could affect a decision you make at Tecosys.
• Do not offer or accept bribes, kickbacks or improper gifts, in any form, to win or keep business.

7. Confidentiality and IP

• Customer data, source code, financials and unreleased plans are confidential, during and after employment.
• Work created in the course of employment belongs to Tecosys, as set out in your employment agreement.
• Side projects unrelated to our business, built on your own time and equipment, remain yours. Tell your manager so there is no ambiguity later.

8. Health, safety and wellbeing

• We maintain a safe workplace and expect everyone to report hazards.
• Mental health is treated the same as physical health for the purpose of sick leave and accommodation.
• Reasonable accommodations are provided for employees with disabilities or medical conditions.

9. Grievance redressal

1. Raise the issue with your manager first, where that is appropriate.
2. If it is not appropriate or is unresolved, write to hr@tecosys.in.
3. Complaints of sexual harassment go directly to the Internal Committee under the POSH Policy — not through this route.
4. We acknowledge grievances within 5 working days and aim to close them within 30 days.

10. Exit

• Notice periods are as set out in your employment agreement.
• We conduct an exit conversation. Feedback given there is used to fix things, and is not held against you.
• Full and final settlement is processed within 45 days of the last working day.

11. Contact

People team: hr@tecosys.in
Escalation: avishek@nutaan.com