1 December, 2017




1 December, 2018


“Webnoo Technologies Pvt Ltd​​ is committed to ensure that its business is conducted, in all respects and all the times, according to rigorous ethical, professional and legal standard which prevail from time to time, in the same industrial sector in which the company conducts its normal business.

The company is also committed to create a workplace, at all its working locations, that all the times is free from discrimination where co-workers are respected and provided an appropriate environment to encourage good performance and conduct.

Consistent with the company’s vision and core principles and to maintain compliance with all the laws and regulations, the company has adopted compliance for the Code of Conduct of all ethical standards for its employees. The employees are committed to the following guidelines.


This “Code of Conduct policy” has been formulated to maintain employee trust and confidence in the professionalism and the integrity of the employees of the company by ensuring that all employees adhere to the appropriate standards of conduct as set out in the policy that maintains and enhance the reputation of the company.

The breach of this policy may result in disciplinary action against the employee concerned including, potential dismissal or termination of employment or any other legal action as may available with the company or all the above together.​​ 


This policy applies to all the employees of the company regardless of the employment agreement.


Company employees are bound by their contact to follow our Employee Code of Conduct while performing their duties.

  • ​​ Compliance with Law:​​ 

All employees must protect our compliance legality. They should comply with all environmental, safety and fair dealing laws. We expect our employees to be ethical and responsible when dealing with company’s finances, products, partnerships and public image.


  •  ​​​​ Respect in the Workplace:​​ 

All employees should respect their colleagues. The company won’t allow any kind of discriminatory behaviour, harassment or victimization.


  • Protection of Company property:​​ 

All employees should treat our company’s property whether material or intangible with respect and care. The employee should not misuse company’s equipment’s or use it frivolously. Employee should protect company facilities and other material property (e.g. Company Car) from damage whenever possible.

 ​​ ​​​​ 

  • ​​ Manager’s/ Supervisors Responsibilities:​​ Managers are responsible and accountable for-

  • Undertaking their duties and behaving in the manner that is consistent with the provisions of employee Code of Conduct.

  • Informing their team members about employee Code of Conduct, relevant policies, procedures etc.

  • Providing appropriate training or counselling to ensure the required standard is met.

  • Acting consistently and fairly in dealing with the behaviour that breaches the code.


  • ​​ Employees Responsibilities:​​ All employees have the responsibility to-

  • Be personally responsible and accountable for their own performance, behaviour and attendance in the workplace.

  • Undertake their duties and behave in the manner that is consistent with the provision of Employee Code of Conduct.

  • Promote a positive, safe and healthy environment in the conduct of their work.


  • ​​ Attendance & Punctuality:​​ 

  • Employees are expected to be at work on time each business day.

  • When an employee is unavoidably absent from work due to sickness or any other reason, the employee is required to inform his/her Manager or HR promptly regarding the same.

  • If an employee is absent from work for 3 consecutive working days without directly notifying his/her Manager or HR, he/she will be considered to have abandoned the job or voluntarily terminated employment with the company.


  • ​​ Misuse of Work Time:​​ 

Misusing office time/assets for personal work as well as frequently spending extra time on breaks would be taken as an act of indiscipline. Employees on break should not disturb other people working.


  • ​​ Misrepresentation of Data/ Fudging of Data:

  • Withholding or misrepresentation of data, hiding of relevant facts in a situation, intentionally making a false oral or written statement in any of the company related work should be considered as serious offence.

  • The company should take strict action against the employee who is involved in these kinds of activities of data fudging.


  • ​​ Dress Code & Appearance:

Our company dress code is Business Formals. There is an exemption on Friday. The employee must ensure that their dress is appropriate for the situation in which they are working and that they present a professional image.

Monday to Thursday – Business Formals

Friday & Saturdays – Business Casuals


  • ​​ Conflict of Interest:

  • We expect employees to avoid any personal, financial or other interests that might hinder their capabilities or willingness to perform their job duties.

  • If conflict of interest arises where an employee is likely to advance personal or other interests at the expense of company interests or the interests of other employees, company may then intervene.

  • If an employee is in doubt as to whether conflict exists, he/she must inform his/her Manager.


  • ​​ Theft:

Any employee caught stealing any company property or belongings of a colleague will be terminated. Concrete evidence needs to be collected for any such case.


  • ​​ Personal Belongings:

All employees are expected to take care of their belongings in the company premises. The company will not be responsible for any loss or damage of personal belongings.


  • ​​ Internet Usage:

  • It is a serious offence to visit non- work -related sites on the internet. These include all adult, objectionable or similar sites.

  • Any employee found viewing non-work-related internet sites or downloading non-work-related files in the office will be liable to severe disciplinary action which may include termination of his/her services.


  • ​​ Confidentiality:

  • Employees may have the access to personal or commercial information relating to individuals, the public or financial or other operations of the company. This information should be used for organisational purpose only and should remain secure and confidential.

  • If any employee breaches this code of conduct, the company should take strict action and may be lead to termination of his/her services.


  • ​​ Drug & Alcohol -Free Environment:

  • Use, possession or being under the influence of alcohol or non-prescribed controlled substance in the company premises is strictly prohibited.

  • Any employee found under the influence of any such substance will be liable for severe disciplinary action, which may include termination of his/ her services from the company.

  • The employee must ensure that the safety and health of other employees are not endangered by any misuse.


  • ​​ Non- Smoking Office:

Smoking is NOT permitted anywhere inside the building. Anyone found smoking in the building, except for the designated smoking areas will be liable for severe disciplinary action.


  • ​​ Acceptance of Gifts or other benefits:

  • It is the company policy not to give or accept any gifts, favours or other benefits outside the company that are considered excessive, violate the laws or embarrass the company.

  • Except as common courtesies, no gifts, favours or inducements shall be accepted by employees from vendors or competitors of the company, which should be done only after proper approval of their Manager and should fall under company’s Marketing provisions.


  • ​​ Occupational Health & Safety:

The company is committed to provide a safe and health work environment for all the employees and visitors however. Employees have the responsibility to make the workplace safe and healthy place for everybody.


  • ​​ External Employment:

Employee should not indulge in any kind of external employment or training remote, onsite assistance or freelancing which affects the efficiency of employee in performing his/her duties or the employee involves the use of company resources for private purpose will be liable for severe disciplinary action.


  • ​​ Harassment & Grievance Handling:

  • Harassment includes behaviour that may be offensive to individuals, including unwelcome sexual advances, uninvited suggestive remarks, racist or religious slur and ethnic jokes, if it may interfere with an employee’s work performance or create an offensive work environment.

  • Any employee found guilty of causing harassment to co-workers or outsiders shall be severely dealt with, which include termination of his/her services from the company.


  • ​​ Return Company Assets:

  • The employee must be responsible for all approved company assets or materials issued to you or in your possession or control.

  • Employee must return all such assets or materials or information immediately upon request or at the time of separation from employment with the company.

  • In case he/she is not able to return those assets or due to some negligence the assets have been broken or damaged, the company may deduct the reasonable, depreciated value of that asset from your full and final amount.


  • ​​ Natural Justice, Fairness and Equity:

If an employee is required to investigate complaints against other employees or issues affecting employees, they must be consistently, promptly and fairly in timely manner. The principle of natural justice must be maintained at the time of investigation.


  • ​​ Usage of Social Networks:​​ 

  • Employee must be aware that he/she should be refrained from posting any material or information related to company i.e. company vision, objectives, corporate communication, company results​​ etc.​​ at social networking sites. (Facebook, LinkedIn, Twitter, Google,​​ etc.)

  • Employee should not be indulged in any kind of negative marketing or Publication which gives a bad image to the company.

  • Employee should get permission from his/her Reporting Manager before posting any images or information related to company at social networking sites.

  • Employee should maintain appropriate standards of Confidentiality while using social networks.


  •  ​​​​ Similar Nature of Business:​​ 

Employee can’t start any entrepreneurial assignment similar to our nature of business during or post his/her employment with us. If any​​ employee found indulges​​ in this kind of illegal activity, severe action will be taken against that employee.


  • ​​ Disciplinary Action:​​ 

  • Our company proceeds with the disciplinary procedure against the employees who repeatedly or intentionally fail to follow our Code of Conduct.​​ 

  • Disciplinary actions will vary depending upon the violation which may include:

 ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​​​ Demotion

 ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​​​ Reprimand

 ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​​​ Suspension or Termination


By Signing this statement,​​ You​​ declare that​​ you​​ acknowledge and agree to abide by this Employee’s Code of Conduct.