MISPL & Group Companies
EMPLOYEE CODE OF CONDUCT
Objective:
The purpose of this document is to outline the code of conduct and ethical standards
applicable for all Regular Employees / Contractors / Indirect Employees associated with Mynd.
Applicability:
It is applicable all the direct and indirect employees of Mynd Solutions Pvt Ltd based out of
Mynd and Client offices on a permanent or temporary basis.
Private Trade and Employment
Employee shall devote his/her whole time to company's work. No employee shall, except with
the prior written permission of the Management, engage either directly / indirectly in any
trade or business either with or without remuneration during the Course of his / her
employment with the company
Confidential Matters
No employee shall be associated in any way to reveal business / technical information unless
authorized to do so. It is the responsibility of every employee to avoid actions that may have
adverse reaction to any policy / action of the Company
Gifts from Suppliers / Customers
Business gifts, whether giving or receiving them, must never be in the form of cash or cash
equivalent (e.g. cheques, bank drafts). Giving or receiving gifts are exceptions and must be
exercised with caution. Giving or receiving gifts are exceptions and require advance approval
by the employee’s Department Head or Management.
Misconduct
The following acts will also be treated as misconduct
Willful insubordination, disobedience either above / in association with others.
Giving false information / concealing information at any point of time.
Taking cash or favor from client.
Stealing the client’s goods /materials.
Using client resources (cabs / reimbursements etc) for personal gains.
Habitual late attendance or absence from duty.
Habitual neglect of work.
Refusal to accept any communication from the Management
Sexual Harassment of either sex including such unwelcome sexually determined behavior
(whether directly or by implication) as:
1
o Physical contact and advances
o A demand or request for sexual favors
o Sexually colored remarks
o Any unwelcome physical, verbal or non – verbal conduct of sexual nature
o Unwelcome remarks or jokes; or SMS
o The display of pornographic, racist, or other offensive or derogatory pictures;
o Physical assault.
o Unnecessary or unwelcome physical contact
Acting in a manner intended to bring discredit to the Company / Client.
Drinking / Smoking / Gambling / creating nuisance in the Company / Client premises.
Spreading false rumors or other acts of indiscipline as misconduct by the management.
Money lending activities on the premises of the Company / Client.
Striking work / including others to strike work or other acts subversive of discipline
Conviction in court of law for any criminal offence involving moral turpitude.
Unauthorized removal of company's documents / drawings / property from place of work
Willful false claims / exaggerated claims of expenses on behalf of the Company / Client.
Giving assurance to any person for providing employment in the Company / Client without
proper authorization.
Downloading/uploading movies in office is strictly prohibited
Don't keep ringtones of your mobile very loud when at work.
Peep over your colleague's shoulders to read their emails.
Comment on people's sense of dressing.
Any single instance of deviation shall lead to termination of employment or strict disciplinary
action as appropriate.
This list is only indicative and not exhaustive. All employees are advised to refrain from any
acts of omission / commission which could be viewed.
Consumption of intoxicating drinks / drugs
Every employee shall ensure that the performance of his / her duties is not affected by the
influence of intoxicating drugs / drinks
Company Property / Building / Equipment
All property of the Company / Client entrusted to the employee during the course of his/her
employment shall be returned in good condition, on separation from the company, or as
directed by the Management.
This is the moral responsibility of employees to keep the premises neat & tidy and co-operate
with concerned administration to do so.
Date: 01/05/2023 Employee Signature
