Section 1: Welcome

1.1 History, Goals & Culture

Vandey Consultancy Services, founded in 2017 and headquartered in Bangalore, is India’s largest Israeli Employment Services company with over 500 employees serving global companies. We specialize in helping Israeli and non-Israeli companies expand in India and have extended our reach into Europe, including Vilnius and Lisbon.

Our comprehensive HR services cover recruitment, payroll management, and employee support. With a deep understanding of market dynamics and an experienced team, we ensure smooth integration and successful international recruitment. We pride ourselves on our ability to navigate cultural nuances and deliver tailored solutions for each client. Our commitment to excellence has earned us a reputation as a trusted partner in global expansion.

• Website: https://vandey.in/
• Founded: 2017
• Founder: Mr. David Keynan
• Company size: 500-550 employees
• Industry: EOR services, Employment Services, Joint Ventures and Business Consulting
• Headquarters: Bengaluru, Karnataka

1.2. Mission

To deliver value in our services and build a productive workforce from hire to retire. We aim to serve our clients in meeting their diverse business needs through our quick, efficient, and hassle-free aligned processes and technology to achieve operational excellence.

Vision
The largest direct employment company and keep building productive teams for you.

1.3. Purpose of Handbook

This handbook introduces new employees to our company’s policies, procedures, and expectations, providing a general overview of the work environment. It is not exhaustive and does not constitute a contract guaranteeing employment for any specific duration. The company may unilaterally change its policies, and the current policy takes precedence in any conflict. While we strive to inform employees of changes, advance notice may not always be possible. Employees are encouraged to ask questions about the content of this handbook.

Section 2: Workplace Commitments

 2.1 Equal Opportunity Employment

This company is an equal opportunity employer and does not unlawfully discriminate against employees or applicants for employment on the basis of an individual’s race, colour, religion, creed, national origin, age, disability, marital status, veteran status or any other status protected by applicable law. This policy applies to all terms, conditions and privileges of employment, including recruitment, hiring, placement, compensation, promotion, discipline and termination.

 2.2 Non-Harassment Policy / Non-Discrimination Policy

Our company is committed to maintaining a professional work environment that upholds equal employment opportunities and prohibits discrimination or harassment based on race, color, religion, creed, national origin, age, disability, marital status, veteran status, or any other status protected by applicable law. We strictly enforce this policy and will not tolerate any violations.

 2.3 Open Door Policy

The company has an open door policy and takes employee concerns and problems seriously. The company values each employee and strives to provide a positive work experience. Employees are encouraged to bring any workplace concerns or problems they might have or know about to their supervisor or some other member of management.

 Section 3 – Company Policies and Procedures

 3.1 Conflict of Interest

The purpose of this policy is to protect employees and the organization from conflicts of interest by upholding the highest ethical standards. Any actions that create a conflict between the interests of the organization and those of an employee are strictly prohibited and may result in disciplinary action, including termination. Some instances that we consider as a conflict of interest:

• Using company resources for furthering personal business.
• Using connections established through the organization for personal gain
• Engaging in activities that support the growth of competitor firms.
• Committing unethical actions that may cause damage to the organization’s reputation such as taking bribes, asking for personal favors, etc.

If you are found guilty of furthering your own interests above those of the organization, you may face disciplinary action, up to and including termination.

• Solicitations and Distributions

Employees may not solicit any other employee during working time, nor may employees distribute literature in work areas at any time. Under no circumstances may an employee disturb the work of others to solicit or distribute literature to them during their working time.

 3.2 Professional Conduct

This company expects its employees to adhere to a standard of professional conduct and integrity. This ensures that the work environment is safe, comfortable and productive. Employees should be respectful, courteous, and mindful of others’ feelings and needs. General cooperation between coworkers and supervisors is expected. Individuals who act in an unprofessional manner may be subject to disciplinary action.

 3.3 Dress Code

An employee’s personal appearance and hygiene is a reflection on the company’s character. Employees are expected to dress appropriately for their individual work responsibilities and position.

 3.4 Probation and Confirmation

The employee will undergo a probationary period of three months starting from the date of joining (DOJ). During this period, the employee’s performance will be assessed. Either party may terminate the employment with a notice period of seven days, subject to mutual agreement between the employer and the employee.

Upon successful completion of the three-month probationary period, the employee’s position will automatically be confirmed. Any extensions or modifications to this probation period will be communicated to the employee.

 3.5 Payday

Salaries are disbursed on last day of the month or before 2nd of the corresponding month. If the pay date lands on a holiday, salaries will be distributed on the closest business day before the holiday. The salaries will reflect work performed for the previous period. Salary includes the payment earned less any mandatory or elected deductions. Mandatory deductions include PF, PT and ESIC if applicable. Elected deductions are deductions authorized by the employee.  Notify a supervisor if the salary appears to be inaccurate or if it has been miscalculated. Advances on salaries are not permitted. Information regarding final salary can be found under the termination section of this handbook. The payslip for the salary is released on the 5th of every month and will be sent to the official mailing address. The payslip can also be accessed by using company software GreytHR. Any change in name, address, telephone number, marital status or number of exemptions claimed by an employee must be reported to Human Resources immediately.

Please refer to the below links for more information:

1. Income tax doc:  https://vandey.in/basics-of-income-tax-2/
2. ESIC:  https://vandey.in/vandey-esi-procedure/
3. PF Document: https://vandey.in/vandey-pf-procedure/

 3.6 Company Property

Company property, including equipment, telephones, computers, and software, is strictly for business use and must remain on company premises unless authorized otherwise. Employees must use these resources as intended, surrender them upon termination, and seek supervisory approval before installing new software. Downloading pirated software or personal use of company files is prohibited. Company phones are for business calls only; personal calls should be minimal and brief. Employees should not expect privacy in their use of company equipment. Violations of these policies may lead to disciplinary action.

Please refer to the below links for more information:

1. https://vandey.in/vandey-data-security-policy/
2. https://vandey.in/laptop-usage-policy/

 3.7 Privacy

The company reserves the right to access all company property, including computers, desks, file cabinets, and electronic records, at any time. Employees should not expect privacy while on company premises or using company resources. All documents, files, voicemails, emails, and other communications created or stored on company property are the property of the company.

 Section 4 – Attendance and Work from Home Policies

 4.1 General Attendance

The company maintains normal working hours of 9 a.m. to 5:30 p.m. Hours may vary depending on work location and job responsibilities. Supervisors will provide employees with their work schedule. Should an employee have any questions regarding his/her work schedule, the employee should contact the supervisor. The company does not tolerate absenteeism without excuse. Employees who will be late to or absent from work should notify a supervisor in advance, or as soon as practicable in the event of an emergency. Chronic absenteeism may result in disciplinary action. Employees who need to leave early, for illness or otherwise, should inform a supervisor before departure. Unauthorized departures may result in disciplinary action.

 4.2 Work from Home

The company may permit employees to work from home based on job role and operational needs. Employees must obtain prior approval from their supervisor and adhere to company policies regarding remote work, including maintaining productivity and ensuring data security. All company equipment and confidential information must be handled in compliance with company standards. Employees are responsible for maintaining a suitable work environment at home and must report any issues or concerns to their supervisor promptly. 

Section 5 – Leave Policies

Please refer to the below links for more information:

Leave policy: https://vandey.in/leave-policy/

Holiday List: https://vandey.in/holiday-list-2025/

Section 6 – Work Performance

 6.1 Expectations

The company expects every employee to act in a professional manner. Satisfactory performance of job duties and responsibilities is key to this expectation. Employees should attempt to achieve their job objectives, and act with diligence and consideration at all times. Poor job performance can result in disciplinary action, up to and including termination.

 6.2 Reviews

The company conducts periodic performance reviews to assess employee strengths and areas for improvement, which may impact pay increases, promotions, or terminations. Reviews are based on merit and consider factors such as work quality, attitude, job skills, attendance, teamwork, policy compliance, past reviews, improvement, and responsiveness to feedback. Written performance evaluations may be made at any time to advise employees of unacceptable performance. While reviews aim to guide development, they do not guarantee pay increases or promotions. Performance evaluations can be conducted at any time. Employees should direct any questions about performance expectations or evaluations to their supervisor/Manager.

Section 7 – Discipline Policy and Grievance

7.1 Grievance Redressal

Vandey is committed to fostering a safe work environment and has a robust Grievance Process to address issues such as discrimination, retaliation, or other work-related concerns, including those covered by our POSH (Prevention of Sexual Harassment) policy.

7.2 General Guidelines:

• Employees are encouraged to report grievances promptly, whether related to discrimination, harassment, or other workplace issues.
• Initial concerns should be addressed with the immediate Reporting Officer or HR.
• If unresolved, employees may file a written complaint with HR for review by the Functional Head.
• Unresolved issues can be escalated to the Grievance Committee.

7.3 Investigation and Responsive Action:

• The Grievance Redressal Committee will conduct thorough and impartial investigations, maintaining confidentiality as much as possible.
• Responsive actions may range from training and counselling to disciplinary measures, including termination, depending on the issue’s severity

7.4 Please refer to the link for more information:

1. https://vandey.in/grievance-policy/
2. https://vandey.in/vandey-policy-on-women-safety-and-posh/

For any grievance related concerns/help email to hr@vandey.in

7.5 Grounds for Disciplinary Action

The company is committed to maintaining a professional and respectful work environment. To uphold these standards, the company reserves the right to discipline or terminate employees for violations of company policies, poor performance, or misconduct. The following examples of unacceptable conduct provide a guideline for what may lead to disciplinary action.

Examples include:

• Discrimination or harassment, Disregard for safety procedures
• Substance abuse or being under the influence at work, Illegal or violent behavior
• Unauthorized use, damage, or removal of company property, Disclosure of confidential information
• Falsification or misrepresentation, Disrespect towards supervisors or co-workers
• Insubordination or inadequate job performance, Excessive absenteeism or tardiness

This list is not exhaustive, and the company reserves the right to determine the severity and nature of disciplinary actions based on the specific circumstances.

7.6 Procedures for Disciplinary Action

Disciplinary action refers to various measures the company may employ to address unacceptable behavior or actions, including oral warnings, written warnings, probation, suspension, demotion, discharge, removal, or other actions. The company will determine the appropriate course of action at its sole discretion.

 Section 8 – Health and Safety

8.1 Workplace Safety

The company is dedicated to maintaining a safe working environment and expects all employees to contribute to safety by adhering to established rules and using provided protective equipment. Employees must keep work areas safe and orderly, report unsafe practices or conditions to a supervisor, and avoid violent behaviour. Immediate notification of any accidents or injuries, no matter how minor, is required. Employees should be aware of fire hazards, fire escape routes, and fire drills, and must not obstruct fire exits or tamper with fire extinguishers. For safety concerns, employees should contact HR manager at hr@vandey.in.

8.2 Health Insurance

The company provides health insurance coverage to eligible employees. The company covers the premium. Enrolment must occur within the specified period, and any changes to coverage should be reported according to company procedures. For questions about the plan, employees should contact the HR Department/Ethika Insurance

Please refer to the link for more information: https://www.ethika.co.in/

8.3 Work from home policy

The purpose of a Work From Home (WFH) policy is to establish clear guidelines and expectations for employees to work remotely ensuring that productivity and performance standards are maintained. Employees are allowed to take only 4 days of work from home per month and these days shall not be carried forward to the next month. Additionally, the employee’s reporting manager must approve Work from home requests and should be applied in GreytHR.

For more details, follow the link https://vandey.in/employee-work-from-home-policy/

 Section 9 – Employee separation/Off-boarding

9.1 Voluntary Termination/Resignation:

• Voluntary termination, also known as resignation, is when an employee chooses to leave their job on their own accord without pressure from their employer

• The company acknowledges that personal situations may necessitate a voluntary resignation. Employees are requested to provide written notice of resignation, ideally one month in advance, to facilitate a smooth transition. Failure to provide adequate notice may result in the withholding of the final paycheck and a delay in issuing the separation letter.
• Employees must continue working until their last scheduled day, complete and submit all required reports and paperwork by their final day, return all company property including files, equipment, keys, access cards, and passwords, and participate in an exit interview if requested by HR Manager.

9.2 Involuntary Termination:

• The company reserves the right to terminate employment based on performance or other issues as determined by client feedback or company policies. If an employee is asked to resign and fails to do so within 48 hours, a formal termination notice will be issued.
• Absenteeism for three consecutive days without notification is deemed absconding and may lead to legal action if there is no response to show-cause notices. In absconding cases, the HR initially attempts to contact the employee to understand the reason for their absence. If the employee remains unresponsive, the employer may then consider withholding the experience letter as a consequence.
• Termination for misconduct will involve a disciplinary inquiry, with actions taken based on the findings. In the event of an employee’s death, HR will handle notifications and final settlements with the family.
• Employees are required to notify their manager or HR in advance if they need to take leave. Absence without prior notice or approval will be considered unapproved leave, leading to formal warnings or disciplinary action.

9.3 Final Paycheck/ Full and Final settlement:

Employees who end the employment with the company will be given their final paycheck at the end of the payment cycle after the last working day. Should the employee be unable to retrieve their paycheck, it will be mailed to the address on file.

In the event of termination of the employment, the following procedure is required to be followed after the resignation has been duly accepted by the supervisor.

1. Intimation of the resignation should be given immediately to HR at Vandey.
2. The actual date of relieving (last working date) should be clearly stated & informed IMMEDIATELY.
3. F&F settlement shall be done at the end of the payment cycle after the last working day.
4. The letters shall be issued by HR only after the confirmation from the respective managers after the employee submission of the company’s property.
5. The TAT for any separation letters shall within 30days from the LWD of the employee.

 Receipt And Acknowledgment

By signing below, I acknowledge and understand the following:

• I have received, read, and understood this employee handbook.
• I understand that if I have any questions regarding this handbook, I may ask my supervisor or management for an explanation.
• My employment is not for a definite period of time and may be terminated “at will” by me or by (Vandey Consultancy) at any time, with or without cause.
• This handbook is for informational purposes only, and nothing in this handbook is meant to constitute conditions of employment.
• This handbook does not create an express or implied contract of employment for me or for anyone else.
• Any statements or understandings that are inconsistent with or contrary to this handbook will not be effective unless they are in writing and signed on behalf of Vandey by a person authorized to do so.
• An employment contract with Vandey may be entered into only if it is in writing and signed on behalf of Vandey by a person authorized to do so.
• I have not relied on any statements or understandings that are different to or inconsistent with the statements made above or any of the provisions of this handbook.
• The contents of this handbook may change from time to time, and Vandey will use reasonable efforts to communicate the changes. Vandey, in its sole discretion, reserves the right to make any changes to this handbook, or to terminate it in whole or in part, at any time, with or without notice to me.
• This handbook replaces and supersedes all prior handbooks and understandings.

______________________________        ___________________________

Employee                                                                       Date