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• Privacy Policy

  Privacy Policy

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  At Green City Project, accessible from https://www.greencityprojectkolkata.com, one of our main priorities is the privacy of our visitors. This Privacy Policy document contains types of information that is collected and recorded by the Green City Project and how we use it. If you have additional questions or require more information about our Privacy Policy, do not hesitate to contact us. This Privacy Policy applies only to our online activities and is valid for visitors to our website with regards to the information that they shared and/or collect in Green City Project. This policy is not applicable to any information collected offline or via channels other than this website.
  
  Consent
  By using our website, you hereby consent to our Privacy Policy and agree to its terms.
  Information we collect
  The personal information that you are asked to provide, and the reasons why you are asked to provide it, will be made clear to you at the point we ask you to provide your personal information. If you contact us directly, we may receive additional information about you such as your name, email address, phone number, the contents of the message and/or attachments you may send us, and any other information you may choose to provide. When you register for an Account, we may ask for your contact information, including items such as name, company name, address, email address, and telephone number.
  
  How we use your information We use the information we collect in various ways, including to:
  

  • Provide, operate, and maintain our website
  • Improve, personalize, and expand our website
  • Understand and analyze how you use our website
  • Develop new products, services, features, and functionality
  • Communicate with you, either directly or through one of our partners, including for customer service, to provide you with updates and other information relating to the website, and for marketing and promotional purposes
  • Send you emails
  • Find and prevent fraud

  Log Files
  Green City Project follows a standard procedure of using log files. These files log visitors when they visit websites. All hosting companies do this and a part of hosting services' analytics. The information collected by log files include internet protocol (IP) addresses, browser type, Internet Service Provider (ISP), date and time stamp, referring/exit pages, and possibly the number of clicks. These are not linked to any information that is personally identifiable. The purpose of the information is for analyzing trends, administering the site, tracking users' movement on the website, and gathering demographic information.
  Cookies and Web Beacons
  Like any other website, Green City Project uses 'cookies'. These cookies are used to store information including visitors' preferences, and the pages on the website that the visitor accessed or visited. The information is used to optimize the users' experience by customizing our web page content based on visitors' browser type and/or other information.
  Our Advertising Partners
  Some of advertisers on our site may use cookies and web beacons. Our advertising partners are listed below. Each of our advertising partners has their own Privacy Policy for their policies on user data. For easier access, we hyperlinked to their Privacy Policies below.
  Google
  https://policies.google.com/technologies/ads Advertising Partners Privacy Policies
  You may consult this list to find the Privacy Policy for each of the advertising partners of Green City Project. Third-party ad servers or ad networks uses technologies like cookies, JavaScript, or Web Beacons that are used in their respective advertisements and links that appear on Green City Project, which are sent directly to users' browser. They automatically receive your IP address when this occurs. These technologies are used to measure the effectiveness of their advertising campaigns and/or to personalize the advertising content that you see on websites that you visit. Note that Green City Project has no access to or control over these cookies that are used by third-party advertisers.
  Third Party Privacy Policies
  Green City Project's Privacy Policy does not apply to other advertisers or websites. Thus, we are advising you to consult the respective Privacy Policies of these third-party ad servers for more detailed information. It may include their practices and instructions about how to opt-out of certain options. You can choose to disable cookies through your individual browser options. To know more detailed information about cookie management with specific web browsers, it can be found at the browsers' respective websites. CCPA Privacy Rights (Do Not Sell My Personal Information)
  Under the CCPA, among other rights, California consumers have the right to:
  Request that a business that collects a consumer's personal data disclose the categories and specific pieces of personal data that a business has collected about consumers. Request that a business delete any personal data about the consumer that a business has collected. Request that a business that sells a consumer's personal data, not sell the consumer's personal data. If you make a request, we have one month to respond to you. If you would like to exercise any of these rights, please contact us.
  GDPR Data Protection Rights
  We would like to make sure you are fully aware of all of your data protection rights. Every user is entitled to the following: The right to access – You have the right to request copies of your personal data. We may charge you a small fee for this service. The right to rectification – You have the right to request that we correct any information you believe is inaccurate. You also have the right to request that we complete the information you believe is incomplete.
  The right to erasure – You have the right to request that we erase your personal data, under certain conditions.
  The right to restrict processing – You have the right to request that we restrict the processing of your personal data, under certain conditions.
  The right to object to processing – You have the right to object to our processing of your personal data, under certain conditions.
  The right to data portability – You have the right to request that we transfer the data that we have collected to another organization, or directly to you, under certain conditions.
  If you make a request, we have one month to respond to you. If you would like to exercise any of these rights, please contact us.
  Children's Information
  Another part of our priority is adding protection for children while using the internet. We encourage parents and guardians to observe, participate in, and/or monitor and guide their online activity. Green City Project does not knowingly collect any Personal Identifiable Information from children under the age of 13. If you think that your child provided this kind of information on our website, we strongly encourage you to contact us immediately and we will do our best efforts to promptly remove such information from our records.
  

• Terms & Conditions

  Terms & Conditions

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  Welcome to Green City Project! These terms and conditions outline the rules and regulations for the use of SHOPIZIO REALTY PRIVATE LIMITED's Website, located at https://www.greencityprojectkolkata.com. By accessing this website we assume you accept these terms and conditions. Do not continue to use Green City Project if you do not agree to take all of the terms and conditions stated on this page. The following terminology applies to these Terms and Conditions, Privacy Statement and Disclaimer Notice, and all Agreements: "Client", "You" and "Your" refers to you, the person who logs on to this website and is compliant with the Company’s terms and conditions. "The Company", "Ourselves", "We", "Our" and "Us", refers to our Company. "Party", "Parties", or "Us", refers to both the Client and ourselves. All terms refer to the offer, acceptance, and consideration of payment necessary to undertake the process of our assistance to the Client in the most appropriate manner for the express purpose of meeting the Client’s needs in respect of the provision of the Company’s stated services, in accordance with and subject to, prevailing law of Netherlands. Any use of the above terminology or other words in the singular, plural, capitalization, and/or he/she or they, are taken as interchangeable and therefore as referring to the same.
  Cookies
  We employ the use of cookies. By accessing Green City Project, you agreed to use cookies in agreement with the SHOPIZIO REALTY PRIVATE LIMITED's Privacy Policy. Most interactive websites use cookies to let us retrieve the user’s details for each visit. Cookies are used by our website to enable the functionality of certain areas to make it easier for people visiting our website. Some of our affiliate/advertising partners may also use cookies.
  License
  Unless otherwise stated, SHOPIZIO REALTY PRIVATE LIMITED and/or its licensors own the intellectual property rights for all material on Green City Project. All intellectual property rights are reserved. You may access this from Green City Project for your own personal use subject to restrictions set in these terms and conditions. You must not:
  Republish material from Green City Project
  Sell, rent or sub-license material from Green City Project
  Reproduce, duplicate or copy material from Green City Project
  Redistribute content from Green City Project
  This Agreement shall begin on the date hereof. Our Terms and Conditions were created with the help of the Free Terms and Conditions Generator. Parts of this website offer an opportunity for users to post and exchange opinions and information in certain areas of the website. SHOPIZIO REALTY PRIVATE LIMITED does not filter, edit, publish or review Comments prior to their presence on the website. Comments do not reflect the views and opinions of SHOPIZIO REALTY PRIVATE LIMITED,its agents, and/or affiliates. Comments reflect the views and opinions of the person who posts their views and opinions. To the extent permitted by applicable laws, SHOPIZIO REALTY PRIVATE LIMITED shall not be liable for the Comments or for any liability, damages or expenses caused and/or suffered as a result of any use of and/or posting of and/or appearance of the Comments on this website.
  
  SHOPIZIO REALTY PRIVATE LIMITED reserves the right to monitor all Comments and to remove any Comments which can be considered inappropriate, offensive or causes a breach of these Terms and Conditions.
  You warrant and represent that:
  You are entitled to post the Comments on our website and have all necessary licenses and consents to do so; The Comments do not invade any intellectual property right, including without limitation copyright, patent, or trademark of any third party; The Comments do not contain any defamatory, libelous, offensive, indecent or otherwise unlawful material which is an invasion of privacy The Comments will not be used to solicit or promote business or custom or present commercial activities or unlawful activity. You hereby grant SHOPIZIO REALTY PRIVATE LIMITED a non-exclusive license to use, reproduce, edit and authorize others to use, reproduce and edit any of your Comments in any and all forms, formats, or media.
  Hyperlinking to our Content The following organizations may link to our Website without prior written approval:
  Government agencies;
  Search engines;
  News organizations;
  Online directory distributors may link to our Website in the same manner as they hyperlink to the Websites of other listed businesses; and
  Systemwide Accredited Businesses except soliciting non-profit organizations, charity shopping malls, and charity fundraising groups which may not hyperlink to our Web site.
  These organizations may link to our home page, to publications or to other Website information so long as the link: (a) is not in any way deceptive; (b) does not falsely imply sponsorship, endorsement or approval of the linking party and its products and/or services; and (c) fits within the context of the linking party’s site.
  
  We may consider and approve other link requests from the following types of organizations:
  commonly-known consumer and/or business information sources;
  dot.com community sites;
  associations or other groups representing charities;
  online directory distributors;
  internet portals;
  accounting, law and consulting firms; and educational institutions and trade associations. We will approve link requests from these organizations if we decide that: (a) the link would not make us look unfavorably to ourselves or to our accredited businesses; (b) the organization does not have any negative records with us; (c) the benefit to us from the visibility of the hyperlink compensates the absence of SHOPIZIO REALTY PRIVATE LIMITED, and (d) the link is in the context of general resource information. These organizations may link to our home page so long as the link: (a) is not in any way deceptive; (b) does not falsely imply sponsorship, endorsement, or approval of the linking party and its products or services; and (c) fits within the context of the linking party’s site. If you are one of the organizations listed in paragraph 2 above and are interested in linking to our website, you must inform us by sending an e-mail to SHOPIZIO REALTY PRIVATE LIMITED. Please include your name, your organization name, and contact information as well as the URL of your site, a list of any URLs from which you intend to link to our Website, and a list of the URLs on our site to which you would like to link. Wait 2-3 weeks for a response. Approved organizations may hyperlink to our Website as follows: By use of our corporate name; or By use of the uniform resource locator being linked to; or By use of any other description of our Website being linked to that makes sense within the context and format of content on the linking party’s site. No use of SHOPIZIO REALTY PRIVATE LIMITED's logo or other artwork will be allowed for linking absent a trademark license agreement. iFrames Without prior approval and written permission, you may not create frames around our Webpages that alter in any way the visual presentation or appearance of our Website. Content Liability We shall not be held responsible for any content that appears on your Website. You agree to protect and defend us against all claims that are rising on your Website. No link(s) should appear on any Website that may be interpreted as libelous, obscene, or criminal, or which infringes, otherwise violates, or advocates the infringement or other violation of, any third party rights. Your Privacy Please read Privacy Policy Reservation of Rights We reserve the right to request that you remove all links or any particular link to our Website. You approve to immediately remove all links to our Website upon request. We also reserve the right to amend these terms and conditions and its linking policy at any time. By continuously linking to our Website, you agree to be bound to and follow these linking terms and conditions. Removal of links from our website If you find any link on our Website that is offensive for any reason, you are free to contact and inform us at any moment. We will consider requests to remove links but we are not obligated to or so or to respond to you directly. We do not ensure that the information on this website is correct, we do not warrant its completeness or accuracy; nor do we promise to ensure that the website remains available or that the material on the website is kept up to date. Disclaimer To the maximum extent permitted by applicable law, we exclude all representations, warranties, and conditions relating to our website and the use of this website. Nothing in this disclaimer will: limit or exclude our or your liability for death or personal injury; limit or exclude our or your liability for fraud or fraudulent misrepresentation; limit any of our or your liabilities in any way that is not permitted under applicable law; or exclude any of our or your liabilities that may not be excluded under applicable law. The limitations and prohibitions of liability set in this Section and elsewhere in this disclaimer: (a) are subject to the preceding paragraph; and (b) govern all liabilities arising under the disclaimer, including liabilities arising in contract, in tort and for breach of statutory duty. As long as the website and the information and services on the website are provided free of charge, we will not be liable for any loss or damage of any nature.

• Disclaimer

  Disclaimer

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  If you require any more information or have any questions about our site's disclaimer, please feel free to contact us by email at info@greencityproject.com. Our Disclaimer was generated with the help of the Free Disclaimer Generator.
  Disclaimers for Green City Project All the information on this website - https://www.greencityprojectkolkata.com - is published in good faith and for general information purposes only. Green City Project does not make any warranties about the completeness, reliability, and accuracy of this information. Any action you take upon the information you find on this website (Green City Project), is strictly at your own risk. Green City Project will not be liable for any losses and/or damages in connection with the use of our website.
  From our website, you can visit other websites by following hyperlinks to such external sites. While we strive to provide only quality links to useful and ethical websites, we have no control over the content and nature of these sites. These links to other websites do not imply a recommendation for all the content found on these sites. Site owners and content may change without notice and may occur before we have the opportunity to remove a link that may have gone 'bad'. Please be also aware that when you leave our website, other sites may have different privacy policies and terms that are beyond our control. Please be sure to check the Privacy Policies of these sites as well as their "Terms of Service" before engaging in any business or uploading any information.
  Consent
  
  By using our website, you hereby consent to our disclaimer and agree to its terms. Update
  
  Should we update, amend or make any changes to this document, those changes will be prominently posted here.

• HR Policy & COC

  HR Policy & COC

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  Introduction:
  This employee handbook defines who we are and how we work together. We will do everything possible to create a fair and productive workplace, but we need your help. We’ve created this handbook to guide you. This handbook isn’t a contract or a guarantee of employment. It’s a collection of our expectations, commitments, and responsibilities. Please read this employee handbook carefully and consult it whenever you need to.
  Getting to know our company:
  SHOPIZIO REALTY PRIVATE LIMITED is a leading land plotting real estate company headquartered in Pune, Maharastra, and Corporate office in Gariahat, Kolkata. Green City is our project in Joka, Bishnupur. We provide the best property guide to our esteemed customers on a priority basis with a one-stop solution.
  We continuously build and win the trust, heart, and respect of our hundreds of customers across the largest real estate market in Kolkata and other cities. Our unique dedicated services prioritize customer needs and requirements with honesty and transparency with customers and developers. Our aim is to provide our customers with a place in the best and best lifetime dream homes and create a lasting relationship bond.
  1. Employment Basics
  In this section, we explain our employee contract types and define our basic employment policies. Employment contract types Full-time employees work at least 51 hours per week or 267 hours per month on average. The employees working for voice support are required to work regularly as per their shift timings and maintain the office timings. Special consideration will be made for those, who are late and have taken prior permission from the management. Full-time employees will have indefinite duration contracts or temporary contracts depending on the company’s needs. Full-time employees under an indefinite duration contract are entitled to our company’s full benefits package. Shopizio Reality Private Limited and Our Project Green City is an equal opportunity employer. We don’t tolerate discrimination against protected characteristics (gender, age, sexual orientation, race, nationality, ethnicity, religion, disability, veteran status.) We want all employees (including executives and HR) to treat others with respect and professionalism. In practice, this means that we: Hire and promote people based on skills, experience, or potential and try to reduce bias in every process Apart from those actions, we commit to penalizing every discriminatory, offensive or inappropriate behavior. To do this properly, we ask you to report any discriminatory action against yourself or your colleagues to HR. Our company will not retaliate against you if you file a complaint or discrimination lawsuit. Any employee who retaliates or discriminates will face disciplinary action.
  2. Workplace policies
  This section describes policies that apply to everyone at our company: employees, contractors, volunteers, vendors, and stakeholders alike. These policies help us build a productive, lawful, and pleasant workplace. Confidentiality and data protection we want to ensure that private information about clients, employees, partners, and our company is well-protected. Examples of confidential information are: •Employee records •Unpublished financial information •Data of customers/partners/vendors •Customer lists (existing and prospective) •Unpublished goals, forecasts, and initiatives marked as confidential As part of our hiring process, we may ask you to sign non-compete and non-disclosure agreements (NDAs.) We are also committed to •Restrict and monitoring access to sensitive data. •Develop transparent data collection procedures. •Train employees in online privacy and security measures. •Build secure networks to protect online data from cyber-attacks. •Establish data protection practices (e.g. secure locks, data encryption, frequent backups, and access authorization.) We also expect you to act responsibly when handling confidential information. You must •Lock or secure confidential information at all times. •Shred confidential documents when they’re no longer needed.
  •Make sure you view confidential information on secure devices only.
  •Only disclose information to other employees when it’s necessary and authorized.
  •Keep confidential documents inside our company’s premises unless it’s absolutely necessary to move them
  ■You must not
  •Use confidential information for your personal benefit or profit.
  •Disclose confidential information to anyone outside of our company.
  •Replicate confidential documents and files and store them on insecure devices. This policy is important for our company’s legality and reputation. We will terminate any employee who breaches our confidentiality guidelines for personal profit. We may also discipline any unintentional breach of this policy depending on its frequency and seriousness. We will terminate employees who repeatedly disregard this policy, even when they do so unintentionally.
  3. Harassment Policy
  Harassment and violence. To build a happy and productive workplace, we need everyone to treat others well and help them feel safe. Each of us should do our part to prevent harassment and workplace violence. Workplace harassment is a broad term and may include seemingly harmless actions, like gossip. We can’t create an exhaustive list, but here are some instances that we consider harassment:
  •Sabotaging someone’s work on purpose.
  •Engaging in frequent or unwanted advances of any nature.
  •Commenting derogatorily on a person’s ethnic heritage or religious beliefs.
  •Starting or spreading rumors about a person’s personal life.
  •Ridiculing someone in front of others or singling them out to perform tasks unrelated to their job (e.g. bringing coffee) against their will. Sexual harassment is illegal and we will seriously investigate relevant reports. If an employee is found guilty of sexual harassment, they will be terminated. 5 If you’re being harassed, whether by a colleague, customer or vendor, you can choose to talk to any of these people:
  Offenders:
  If you suspect that an offender doesn’t realize they are guilty of harassment, you could talk to them directly in an effort to resolve the harassment. This tactic is appropriate for cases of minor harassment (e.g. inappropriate jokes between colleagues.) Avoid using this approach with customers or stakeholders.
  Your Manager:
  If customers, stakeholders, or team members are involved in your claim, you may reach out to your manager. Your manager will assess your situation and may contact HR if appropriate. Note: Feel free to reach out to HR in any case of harassment no matter how minor it may seem. For your safety, contact HR as soon as possible in cases of serious harassment (e.g. sexual advances) or if your manager is involved in your claim. Anything you disclose will remain confidential. Workplace violence in our workplace is a serious form of harassment. It includes physical and sexual assault, destruction of property, threats to harm a person or property, and verbal and psychological abuse. We want to avoid those incidents altogether, but we also want to be ready to respond if needed. For this reason, we ask you to: •Report to HR if you suspect or know that someone is being violent. Your report will be confidential and we will investigate the situation with discretion.
  •Call our building’s security if you witness incidents of severe physical violence (e.g. ones that involve a lethal weapon.) For your safety, avoid getting involved.
  4. Workplace violence We will treat employees who verbally threaten others as high risk and they will receive an appropriate penalty. If HR finds that an employee commits an act of violence, we will terminate that employee and possibly press criminal charges. Employees who damage property deliberately will be solely responsible for paying for it. Supporting victims To support victims of workplace violence, we may –
  Cover relevant medical bills.
  Pay for mental health treatment if needed.
  Provide victims with our lawyer’s services to help them file lawsuits.
  Seek help from others early on to mitigate conflicts. For example:
  •If you experience conflicts with a colleague, ask your manager for advice before tensions escalate. If these conflicts persist, ask HR whether you could attend conflict resolution seminars with your colleague.
  •If you are experiencing personal or work troubles, ask for help from a [mental health professional.] Check with your insurance provider to determine whether they cover any mental health services or ask HR for information on our Employee Assistance Program (EAP). Your discussions will remain 5. Workplace Safety and Health
  Our workplace is founded on mutual respect and we won’t allow anyone to compromise this foundation. Our company is committed to creating a hazard-free workplace. To this end, we will ensure workplace safety through preventative action and emergency management. Preventative actions are any actions we take to avoid injuries or illnesses related to the workplace. We will periodically conduct risk assessments and job hazard analyses [through a workplace safety committee] to uncover health risks to employees. And we will establish preventative measures to address risks accordingly.
  At a minimum, we will –
  •Hold employee training sessions on safety standards and procedures.
  •Make sure employees who work in dangerous locations are safe.
  •Provide protective gear like gloves, protective uniforms, and goggles.
  •Direct inspectors and quality control employees to evaluate equipment and infrastructure regularly. We also expect you to take safety seriously. Always use protective equipment and follow standards whenever necessary. If you deliberately disregard our guidelines, we may terminate you for your own and others’ safety.
  6. Employee Code of Conduct
  As an employee, all company policies mentioned above apply to you. We have some additional expectations about your behavior at work, which we outline here. We can’t cover every single case of conduct, but we trust you to always use your best judgment. Reach out to your manager or HR if you face any issues or have any questions.
  ■Dress code
  ■Our company’s official dress code is [Business/ Business Casual/ Smart Casual/ Casual.] This includes [slacks/ loafers/ blouses/ boots.] However, an employee’s position may also inform how they should dress. If you frequently meet with clients or prospects, conform to a more formal dress code. We expect you to be clean when coming to work and avoid wearing clothes that are unprofessional (e.g. workout clothes.) As long as you conform to our guidelines above, we don’t have specific expectations about what types of clothes or accessories you should wear. We also respect and permit grooming styles, clothing, and accessories that are dictated by religious beliefs, ethnicity, or disability.
  ■Cyber security and digital devices
  ■This section deals with all things digital at work. We want to set some guidelines for using computers, phones, our internet connection, and social media to ensure security and protect our assets.
  ■Internet usage
  ■Our corporate internet connection is primarily for business. But, you can occasionally use our connections for personal purposes as long as they don’t interfere with your job responsibilities. Also, we expect you to temporarily halt personal activities that slow down our internet connection (e.g. uploading photos) if you’re asked to. You must not use our internet connection too.
  •Download or upload obscene, offensive or illegal material.
  •Send confidential information to unauthorized recipients.
  •Invade another person’s privacy and gain access to sensitive information.
  •Download or upload pirated movies, music, material or software.
  •Visit potentially dangerous websites that can compromise our network and computers’ safety.
  •Perform unauthorized or illegal actions, like hacking, fraud or buying/selling illegal goods.
  ■Cell phone
  ■We allow the use of cell phones at work. But, we also want to ensure that your devices won’t distract you from your work or disrupt our workplace. We ask you to follow a few simple rules:
  •Use your cell phone in a manner that benefits your work (business calls, productivity apps, calendars.) •Keep personal calls brief and use an empty meeting room or common area so as not to disturb your colleagues.
  •Avoid playing games on your phone or texting excessively.
  •Avoid using your phone for any reason while driving a company vehicle.
  •Don’t use your phone to record confidential information.
  •Don’t download or upload inappropriate, illegal, or obscene material using our corporate internet connection. Also, you must not use it.
  ■Corporate email:
  ■Email is essential to our work. You should use your company email primarily for work, but we allow some uses of your company email for personal reasons. •Work-related use: You can use your corporate email for work-related purposes without limitations. For example, you can sign up for newsletters and online services that will help you in your job or professional growth. •Personal use: You can use your email for personal reasons as long as you keep it safe, and avoid spamming and disclosing confidential information. For example, you can send emails to friends and family and download e-books, guides, and other safe content for your personal use. Our general expectations No matter how you use your corporate email, we expect you to avoid: •Signing up for illegal, unreliable, disreputable, or suspect websites and services. •Sending unauthorized marketing content or emails. •Registering for a competitor’s services, unless authorized. •Sending insulting or discriminatory messages and content. •Intentionally spamming other people’s emails, including your coworkers. In general, use strong passwords and be vigilant in catching emails that carry malware or phishing attempts. If you are not sure that an email you received is safe, ask our Security Specialists.
  ■Social media
  ■We want to provide practical advice to prevent careless use of social media in our workplace. We address two types of social media uses: using personal social media at work and representing our company through social media.
  
  Using personal social media at work
  You are permitted to access your personal accounts at work. But, we expect you to act responsibly, according to our policies, and ensure that you stay productive. Specifically, we ask you to Avoid getting sidetracked by your social platforms. Ensure others know that your personal account or statements don’t represent our company. For example, use a disclaimer such as “opinions are my own.” Avoid sharing intellectual property (e.g. trademarks) or confidential information. Ask your manager or PR first before you share company news that’s not officially announced. Avoid any defamatory, offensive, or derogatory content. You may violate our company’s anti-harassment policy if you direct such content towards colleagues, clients, or partners.
  Representing our company through social media
  If you handle our social media accounts or speak on our company’s behalf, we expect you to protect our company’s image and reputation. Specifically, you should: Be respectful, polite and patient. Avoid speaking on matters outside your field of expertise when possible. Follow our confidentiality and data protection policies and observe laws governing copyrights, trademarks, plagiarism and fair use. Coordinate with our [PR/Marketing department] when you’re about to share any major-impact content. Avoid deleting or ignoring comments for no reason. Correct or remove any misleading or false content as quickly as possible
  Conflict of Interest
  When you are experiencing a conflict of interest, your personal goals are no longer aligned with your responsibilities towards us. For example, accepting a bribe may benefit you financially, but it is illegal and against our business code of ethics. If we become aware of such behavior, you will lose your job and may face legal trouble. For this reason, conflicts of interest are a serious issue for all of us. We expect you to be vigilant to spot circumstances that create conflicts of interest, either to yourself or for your direct reports. Follow our policies and always act in our company’s best interests. Whenever possible, do not let personal or financial interests get in the way of your job. If you are experiencing an ethical dilemma, talk to your manager or HR and we will try to help you resolve it. Employee relationships We want to ensure that relationships between employees are appropriate and harmonious. We outline our guidelines and we ask you to always behave professionally. Friendships at work Employees who work together may naturally form friendships either in or outside of the workplace. We encourage this relationship between peers, as it can help you communicate and collaborate. But, we expect you to focus on your work and keep personal disputes outside of our workplace. Workplace visitors If you want to invite a visitor to our offices, please ask for permission from our [HR Manager/ Security Officer/ Office Manager] first. Also, inform our [reception/ gate/ front office] of your visitor’s arrival. Visitors should sign in and show identification. They will receive passes and will be asked to return them to [reception/ gate/ front-office] once their visit is complete. When you have office visitors, you also have responsibilities. You should: Always tend to your visitors (especially when they are underage.) Keep your visitors away from areas where there are dangerous machines, chemicals, confidential records or sensitive equipment. Prevent your visitors from proselytizing your colleagues, gathering donations or requesting participation in activities while on our premises. Anyone who delivers orders, mail or packages for employees should remain at our building’s reception or gate. If you are expecting a delivery, [front office employees/ security guards] will notify you so you may collect it.
  Payroll
  We pay your salary or wage [every 10-15th of the next month after the end of a month] by checks/ bank transfers/ cash. If you are an hourly employee, you should be diligent [in clocking in and out/using our timesheet software] so we can accurately calculate your pay. Employee Training and Development We owe our success to our employees. To show our gratitude, we will invest in our employee’s professional development. We want employees to feel confident about improving their efficiency and productivity. We also want to help our employees achieve personal growth and success. Development is a collective process. Team members and managers should regularly discuss learning needs and opportunities. And it’s HR’s responsibility to facilitate any development activities and processes. Benefits and Perks In this section, we describe what we offer to our employees. We provide information on our health insurance plans and benefits like work from home options and company issued equipment. Employee Expenses & Reimbursement There are some expenses that we will pay directly on your behalf (e.g. hotel rooms for work-related travel.) But, we ask you to keep track and report on those reimbursable expenses that you pay yourself. We reimburse employee expenses that are related to: Business travel Relocation Education and Training Upon approval, outings with business partners or colleagues. Not all travel expenses are reimbursable. For example, we will pay for your transportation to an airport for work-related travel, but not to a museum for a personal visit. Before traveling for business, contact HR to clarify which expenses are reimbursable within your particular trip. Please keep receipts for all reimbursable expenses. You can submit them to your manager with proper accounting records or invoices within a week after the date of each expense. If your manager approves your expenses, you will receive your reimbursement within two pay periods [by check].
  
  If you are part of our corporate cell phone plan, please use your phone within our plan’s restraints. You may have to pay any extra charges yourself. ■Theft and damage of company equipment ■Our equipment is insured for theft and damage. We ask you to inform us within 24 hours if your equipment is stolen or damaged. We might be able to trace stolen laptops and cell phones. Please also file a theft statement (affidavit) with the police and submit a copy to us. Security of company-issued devices We advise you to keep your company-issued computer, tablet and cell phone secure. You can do this if you: •Keep all devices password-protected. •Ensure you do not leave your devices unattended. •Install security updates for browsers and other systems as soon as updates are available. •Log into company accounts and systems through secure and private networks only. •Follow all instructions for disk encryption, anti-malware protection and password management that you received along with your equipment. Time ■In this section, we explain our provisions for your working hours and time off. Normal Working hours our company are 10 a.m. to 7 p.m. on weekdays for employees not working in Night Shifts. For voice process assistants, the timing may vary as per the shift timings. Our company observes the following holidays: If a holiday falls on a day when our company doesn’t operate (e.g. Sunday), that will not have any implication on salary and will be counted as a regular Sunday holiday.
  
  Sick leave
  We offer one day of paid sick leave. In states or countries where employees are entitled to a greater number of sick leave days by law, we will follow that law. You can take sick leave to recover from short- term illness, injuries, mental issues and other indisposition. If you have the flu or other contagious disease, please use your sick days. If you become sick, inform your manager and send a sick leave request to HR. You may take a partial day off or work from home, but we advise you to rest and recuperate for a day before returning to work. Occasionally, we may ask you to submit a physician’s note or other medical certification and/or complete a sick leave form. We will do this for insurance purposes if you are absent for more than three days of sick leave. Leaving our company In this section, we describe our procedures regarding resignation and termination of our employees. We also refer to our progressive discipline process that may sometimes result in termination. Progressive discipline Here we outline steps we will take to address employee misconduct. We want to give employees a chance to correct their behavior when possible and assist them in doing so. We also want to ensure that we thoroughly investigate and handle serious offenses. Our progressive discipline process has six steps of increasing severity. These steps are: I. Verbal warning. II. Informal meeting with supervisor. III. Formal reprimand. IV. Formal disciplinary meeting. V. Penalties. Termination. Different offenses correspond to different steps in our disciplinary process. For example, minor, onetime offenses (e.g. breach of our dress code policy) will trigger Step I. More severe violations (e.g. sexual harassment) will trigger step V or VI depending on the severity. If you manage employees, inform them when you launch a progressive discipline process. Pointing out a performance issue is not necessarily a verbal warning and may be part of your regular feedback. If you judge that progressive discipline is appropriate, let your team member know and ask HR to help you explain our full procedure.
  Resignation
  You resign when you voluntarily inform HR or your manager that you will stop working for our company. We also consider you resigned if you don’t come to work for [five] consecutive days without notice. You are not obliged to give us advance notice before resigning. But, for efficiency’s sake, and to make sure our workplace runs smoothly, we ask that you give at least two weeks' notice, if possible. If you hold a highly specialized or executive position, we ask that you give us at least a month’s notice, when possible. We don’t accept verbal resignations; we prefer that you submit a written and signed notice of resignation for our HR records. We will reply with an acceptance of the resignation letter within two days. HR will inform your manager that you are resigning if you haven’t already done so. Whether you want to announce your resignation to your team is up to you, but we encourage you to be open. Termination Terminating an employee is always unpleasant but sometimes necessary. If that happens, we want to ensure we act lawfully and respectfully. We may terminate an employee either for cause or without cause. For cause termination is justified when an employee breaches their contract, engages in illegal activities (e.g. embezzlement), disrupts our workplace (e.g. harasses colleagues), performs below acceptable standards, or causes damage or financial loss to our company. Without cause, termination refers to redundancies or layoffs that may be necessary if we cease some of our operations or re-assign job duties within teams. We will follow applicable laws regarding notice and payouts. Policy Revision We will always strive for fairness and equal opportunity and penalize offensive and illegal behaviors. But, as laws and our environment change, we may revise and modify some of our policies. We have established an annual revision of our handbook to bring it up to date with legislation and employment trends. We also ask you to contact HR if you spot any, Inconsistencies or mistakes. And, if you have any ideas about how to improve our workplace, we are happy to hear them.
  Regards
  Shopizio Reality Private Limited
  HR.
  Reg. Office - 1ST FL., FLAT NO 101/102 1187/61, ACE APT. S NAGAR PUNE Pune MH 411005 IN Corporate Office P-411A, Gariahat Road, 3 rd Floor, Above-NIIT, Kolkata, West Bengal 700029
  +91 6292279467 +91 6292287317
  info@greencityproject.com
  www.greencityproject.com

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