Must relevant to the industry and business model & exact business of merchant.
Limitation of liabilities should be mention clearly.
Purpose of PG has to be clear
Modes of communication with customers need to be mentioned.
Applicable laws and dispute resolution needs to be specific to the product.
If cancellation policy is not applicable that needs to be specifically mentioned as ‘cancellation not applicable’
If cancellation is applicable, time duration allowed for cancellation.
Steps and method of cancellation
Charges to be mentioned. If no charges applicable than ‘No Charges for cancellation’ must be clearly mentioned.
Charges and balance refund amount must be mentioned.
List of customer details collected during transaction must listed..
Purpose of collecting the customer details to be listed..
IS merchant sharing the customer details to others? Must be mentioned clearly.
If sharing the details, the purpose and list of parties to whom the details are shared need to be listed.
Is there any option to unsubscribe from any mailing list due to the data sharing, needs to be clearly mentioned.
Is merchant collection customers card details, then reason and purpose needs to be explained in details./p>
Is merchant storing the card details in his server, How is he storing and what are the security measures taken, has to be in detail. Is he storing card details in his server and how it is stored and what are the security measures taken.
Number of days within which refund is allowed must be mentioned.
Charges and balance amount of refund must be clearly mentioned
Number of days, within which funds will be credited to customer.
The Human resource department is headed by HR Head who reports to the CEO of the Trust.
Total staff strength of 46 employees of which 36 are Field Credit officers and 7 are female employees as on March 31, 2024.
G TRUST follows a clearly defined and documented HR policy related to matters like Staff salaries, incentives, reimbursements, increment, productivity, transfer and attendance etc.
G Trust have HR software outsourced from M/s. Eswar system based out of Madurai. This software is cloud- based software with SQL as backend and MS office as front end. All HR attendance marking, leave marking, with geo tagging are available on this software.
Compulsory induction training is given to all new recruits by the senior management members and an experienced trainer on joining for about 2 days at respectively Branches, followed by on-the-job training. Apart from this, periodic training programs are also conducted for staffs on a regular basis. The senior management members participate in external training programs, workshops and conferences.
All the statutory employee benefits such as PF, gratuity, ESI, etc. are being provided to all the employees.
Performance appraisal is conducted once each year. Incentives are offered to employees on a periodic basis on the basis of their performance.
A code of conduct policy outlines the appropriate behaviour employees are expected to follow in the workplace towards their colleagues, supervisors and overall organisation. This sample Employee Code of Conduct Company Policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies. An employee code of conduct policy may also be referred to as a Conduct in the Workplace Policy.
Our Employee Code of Conduct company policy outlines our expectations regarding employees’ behaviour towards their colleagues, supervisors and overall organization. We promote freedom of expression and open communication. But we expect all employees to follow our code of conduct. They should avoid offending, participating in serious disputes and disrupting our workplace. We also expect them to foster a well-organized, respectful and collaborative environment.
This policy applies to all our employees regardless of employment agreement or rank.
Company employees are bound by their contract to follow our Employee Code of Conduct while performing their duties. We outline the components of our Code of Conduct below:
All employees must protect our company’s legality. They should comply with all environmental, safety and fair dealing laws. We expect employees to be ethical and responsible when dealing with our company’s finances, products, partnerships and public image.
All employees should respect their colleagues. We won’t allow any kind of discriminatory behaviour, harassment or victimization. Employees should conform with our equal opportunity policy in all aspects of their work, from recruitment and performance evaluation to interpersonal relations.
All employees should treat our company’s property, whether material or intangible, with respect and care.
All employees must show integrity and professionalism in the workplace:
All employees must follow our dress code and personal appearance guidelines.
We discourage employees from accepting gifts from clients or partners. We prohibit briberies for the benefit of any external or internal party.
All employees should fulfil their job duties with integrity and respect toward customers, stakeholders and the community. Supervisors and managers mustn’t abuse their authority. We expect them to delegate duties to their team members taking into account their competences and workload. Likewise, we expect team members to follow team leaders’ instructions and complete their duties with skill and in a timely manner. We encourage mentoring throughout our company.
Employees should follow their schedules. We can make exceptions for occasions that prevent employees from following standard working hours or days. But, generally, we expect employees to be punctual when coming to and leaving from work.
We expect employees to avoid any personal, financial or other interests that might hinder their capability or willingness to perform their job duties.
Employees should be friendly and collaborative. They should try not to disrupt the workplace or present obstacles to their colleagues’ work.
All employees must be open for communication with their colleagues, supervisors or team members.
We expect employees to not abuse their employment benefits. This can refer to time off, insurance, facilities, subscriptions or other benefits our company offers.
All employees should read and follow our company policies. If they have any questions, they should ask their managers or Human Resources (HR) department.;
Our company may have to take disciplinary action against employees who repeatedly or intentionally fail to follow our code of conduct. Disciplinary actions will vary depending on the violation.
We may take legal action in cases of corruption, theft, embezzlement or other unlawful behaviour.