EMPLOYEE HANDBOOK
AUGEAS TECHNOLOGIES(Version 1.0 – Internal Use Only)
This Employee Handbook is intended as a general guide to Company policies and does not constitute a contract of employment. Where this Handbook conflicts with applicable law, the law will prevail.
TABLE OF CONTENTS
- Welcome & About the Company
- Employment Relationship
- Code of Conduct
- Confidentiality, IP & Data Protection
- Use of Technology & AI Tools
- Work Hours, Attendance & Leave
- Compensation & Benefits
- Performance Management
- Learning, Training & Career Development
- Remote & Hybrid Work Policy
- Travel & Expense Policy
- Workplace Safety & Security
- Conduct Outside Work
- Grievance Redressal & Disciplinary Policy
- Separation from the Company
- Company Holidays (India & US)
- Employee Acknowledgment
1. WELCOME & ABOUT THE COMPANY
1.1 Message from the Founders
Welcome to Augeas Technologies. We are excited that you have chosen to build your career with us. We are a small, high-trust engineering and technology company. We care deeply about technical excellence, ethics, and building products that genuinely help people.
This handbook explains how we work, what we expect from you, and what you can expect from us. Please read it carefully, keep a copy, and refer to it when you have questions.
1.2 Vision, Mission & Values
VisionTo engineer great technology and, in the process, create dignified, long-term careers for the people who work with us.
Mission
- Design and manufacture reliable electronics design, NFC-based systems, and automation solutions.
- Build tools and products that solve real problems in labs, industry, and everyday life.
- Create a culture of deep technical thinking, transparency, and kindness.
Core Values
- Integrity – Do the right thing, even when no one is watching.
- Respect – Treat colleagues, customers, and partners with dignity.
- Ownership – Take responsibility for outcomes, not just tasks.
- Learning – Improve continuously as individuals and as a team.
- Impact – Focus on real-world results, not on metrics.
1.3 What We Do
Augeas Technologies focuses on:
- Electronics, power systems, and PCB design
- NFC-based products and tracking systems
- Software, data engineering, and automation
- R&D, prototyping, and experimental systems
Your specific role and responsibilities will be defined in your Offer of Employment and by your manager.
1.4 Locations & Time Zones
- Primary office: L.B. Nagar, Hyderabad, Telangana, India
- Some leadership and collaborators may be located in the United States (Pacific Time Zone).
You may occasionally work with people in different time zones. Collaboration expectations are described in Section 6 and Section 10.
1.5 Applicability of this Handbook
This handbook applies to:
- Full-time employees
- Part-time employees
- Interns and trainees
- Remote and hybrid employees (India and other locations)
For employees outside India, certain sections (such as benefits and holidays) may be adapted based on local law. In all cases, applicable local laws will prevail.
2. EMPLOYMENT RELATIONSHIP
2.1 Nature of Employment
Your employment with Augeas Technologies is:
- Based on mutual trust and respect
- Governed by this handbook, your Offer of Employment, and applicable law.
Unless explicitly stated otherwise in your offer letter, employment is ongoing and not time bound.
2.2 No Probation Period
The Company does not impose a formal probation period. Your employment is considered confirmed from Day 1, subject to:
- Satisfactory performance
- Appropriate conduct
- Compliance with Company policies and applicable law
Even without probation, the Company retains the right to terminate employment in accordance with the notice periods and laws described below.
2.3 Notice Period
Resignation by Employee (India):
- You may resign by giving 15 (fifteen) calendar days written notice.
- If applicable Indian law requires a longer notice period for your category, that longer period will apply.
Termination by Company (India):
The Company may terminate your employment without assigning any reason by giving you 15 (fifteen) calendar days’ written notice or salary in lieu of such notice, subject to applicable law.
In cases of serious misconduct, fraud, willful disobedience, gross negligence, breach of confidentiality, or any other act warranting summary dismissal under applicable law, the Company may terminate your employment with immediate effect, without notice or payment in lieu of notice, following such inquiry or process as may be required by law and Company policy.
Any different or specific notice period mentioned in your Offer of Employment will apply to you and is deemed to be part of this handbook.
2.4 Employment Classification
You may be designated as:
- Full-Time Employee
- Part-Time Employee
- Intern / Trainee
- Consultant / Contractor (governed primarily by a separate contract; this handbook may not fully apply).
Your classification is specified in your offer letter.
3. CODE OF CONDUCT
3.1 Professional Behavior
Employees are expected to:
- Be honest, reliable, and transparent.
- Meet deadlines or proactively communicate delays.
- Take ownership of their tasks and decisions.
- Respect colleagues and avoid gossip, bullying, or humiliating behavior.
3.2 Anti-Harassment & Anti-Discrimination
The Company has zero tolerance for:
- Sexual harassment
- Harassment based on gender, religion, caste, race, age, disability, marital status, sexual orientation, or any protected characteristic.
- Verbal, physical, or written abuse
Complaints will be taken seriously and addressed through a fair process (see Section 14).
3.3 Workplace Respect & Safety
All employees must:
- Treat everyone with respect.
- Maintain a safe and clean workplace.
- Follow lab and workshop safety rules.
- Avoid aggressive or threatening behavior.
3.4 Substance Abuse
- The possession, consumption, or being under the influence of alcohol, illegal drugs, or misused prescription drugs during work hours or on Company premises is prohibited.
- Limited, responsible consumption of alcohol may be allowed at approved Company events if explicitly stated by management.
3.5 Dress Code
- In office: Smart casual, neat and presentable.
- In labs / workshops: Follow all safety requirements including closed shoes, PPE, etc.
- For client meetings: Dress appropriately in business casual or as instructed by your manager.
3.6 Use of Company Property
Company property (laptops, tools, test equipment, documentation, etc.):
- Must be used primarily for work.
- Must be treated with care.
- Must be returned upon request or at termination of employment.
Negligent or intentional damage may result in disciplinary action.
3.7 After-Hours Availability & Flexible Start Time
From time to time, employees may be required to be available for their manager or project meetings outside normal working hours (9:00 a.m. – 5:00 p.m.), for example to collaborate with U.S.-based team members.
- Employees agree to be available for such after-hours work or calls up to 2–3 hours on a given day, when requested by their manager with reasonable notice.
- On days when you work late for such meetings, you may start work later the following morning by approximately the same amount of time, provided that:
- All customer meetings, critical project meetings, or other pre-scheduled high-priority commitments in the morning must still be attended and must not be skipped or delayed just to start later.
- If you have important meetings in the morning, you should attend those as planned and, if needed, take your delayed start later in the day (for example, by leaving early or taking a longer break), after discussing it with your manager.
- Work priorities, customer commitments, and critical project deliverables always take precedence when adjusting your schedule.
Employees must coordinate any adjusted start or end times with their manager in advance so that team coverage and project needs are not impacted.
4. CONFIDENTIALITY, IP & DATA PROTECTION
4.1 Confidential Information
“Confidential Information” includes:
- Designs, schematics, code, documents, and trade secrets
- Product roadmaps, business plans, and pricing
- Customer and vendor lists, contracts, and financial information
- Internal communications not intended for public release
You must not disclose such information to anyone outside the Company without explicit authorization.
4.2 Non-Disclosure & Third-Party Information
You may be required to sign a Non-Disclosure Agreement (NDA).You must:
- Respect NDAs signed with customers, vendors, and partners.
- Not bring confidential information from previous employers to the Company.
4.3 Intellectual Property Ownership
Unless otherwise agreed in writing:
- All work products created by you as part of your employment (including designs, code, documentation, and inventions) belong to Augeas Technologies.
- This includes work created on Company time, using Company resources, or specifically for Company projects.
Personal side projects that are unrelated to the Company, done in your own time with your own resources, and not offered as a commercial service to others are generally your own.
If a side project involves clients, freelancing, or any form of business/self-employment, you must comply with the Outside Employment policy in Section 13.4 and obtain prior written approval.
4.4 Open-Source & External Code
- Use of open-source software must comply with relevant licenses and internal guidelines.
- Do not copy proprietary, unauthorized, or license-violating code into Company products.
4.5 Data Protection & Privacy
- Access only the data you need to do your job.
- Do not save large datasets or confidential logs on personal devices.
- Use Company-approved tools for storage and sharing.
4.6 Customer Data
Customer data is highly sensitive. You must:
- Use it only for the purpose for which it was provided.
- Not reuse it for demos, tests, or personal experiments without proper anonymization and approval.
- Report any suspected data security issue immediately to your manager.
5. USE OF TECHNOLOGY & AI TOOLS
5.1 Acceptable Use of IT Systems
Company IT assets (laptops, email, messaging tools, Git, etc.):
- Are provided for work.
- Limited, reasonable personal use is allowed if it does not impact performance or security.
5.2 Cybersecurity & Passwords
- Use strong, unique passwords and enable multi-factor authentication (MFA) where available.
- Never share passwords.
- Lock your laptop when away from your desk.
5.3 Personal Devices (BYOD)
If you use your personal device for work:
- Keep it updated with security patches.
- Do not store sensitive Company information unencrypted.
- Report loss/theft immediately if it had Company data.
5.4 Generative AI & LLM Tools
You may use AI tools (like ChatGPT or others) for:
- Drafting non-confidential emails
- Learning concepts
- Brainstorming ideas
- Improving wording
You must not:
- Paste confidential designs, code, internal documents, or customer data into public AI tools unless explicitly authorized.
5.5 Software Licensing
- Only use software that is properly licensed.
- Do not install pirated or unauthorized software on Company devices.
6. WORK HOURS, ATTENDANCE & LEAVE
6.1 Standard Workweek (India)
- Workdays: Monday to Friday
- Weekly holidays: Saturday and Sunday
6.2 Working Hours (India)
- Standard working hours: 9:00 AM to 5:00 PM (India time)
- This includes time for breaks. Time for lunch/tea breaks should be used reasonably and not misused.
Any different hours defined in your offer letter or by your manager (for specific roles) will override this general rule.
6.3 Collaboration with US Teams (Evening Hours)
Because some team members and stakeholders are in the United States:
- Employees may occasionally be required to attend meetings or calls in the evening, typically between:
- 7:00 PM – 8:00 PM, or
- Up to 10:00 PM when necessary for important discussions.
This will not be every day but may be needed during critical project phases. Managers will:
- Give reasonable notice where possible.
- Try to balance late meetings with flexibility at other times.
You are expected to cooperate with these occasional extended hours as part of your role.
6.4 Attendance & Absence
- You must be present during working hours unless on approved leave or with prior permission.
- If you are unable to attend work due to illness or emergency, inform your manager as early as possible, preferably before the workday starts.
6.5 Unexcused Absence
- Absence without intimation for more than 2 consecutive working days may be treated as unauthorized absence and can lead to disciplinary action.
- Repeated unexcused absences may impact performance evaluations or employment status.
6.6 Leave Types & Entitlement (India)
Augeas Technologies provides the following paid leaves to full-time employees in India:
- Earned Leave (EL) / Annual Leave
- Casual Leave (CL)
- Sick Leave (SL)
- Maternity Leave (as per law)
- Paternity Leave
- Company Holidays (Section 16)
6.6.1 Base Annual Leave (Year 1)
For employees in their first year of service:
- Earned Leave (EL): 5 days per calendar year.
- Casual Leave (CL): 6 days per calendar year.
- Sick Leave (SL): 6 days per calendar year.
Total base leave (excluding holidays): 17 days per year.
6.6.2 Additional Earned Leave for Long Service
To recognize loyalty and long-term commitment:
- After completing each full year of continuous service, your Earned Leave entitlement increases by 5 days, up to a maximum of 25 Earned Leave days per year.
Example:
- Year 1: 5 days EL
- Year 2: 10 days EL
- Year 3: 15 days EL
- Year 4: 20 days EL
- Year 5 and onwards: 25 days EL (capped)
Casual Leave (6) and Sick Leave (6) remain constant each year.
6.6.3 Leave Accrual
- Earned Leave (EL) accrues monthly over the year.
- Casual Leave (CL) and Sick Leave (SL) are credited at the beginning of the calendar year (pro-rated for employees joining mid-year).
6.6.4 Carry Forward & Encashment
- Earned Leave (EL) can be carried forward up to a maximum of 30 days. Any EL beyond 30 days at year-end may lapse or be managed as per future policy.
- CL and SL are not carried forward and not encashed.
- EL encashment, if any, will be handled at the time of employment separation as per Company policy and applicable law.
6.7 Casual Leave (CL)
Casual Leave (6 days per year) is for:
- Short personal work
- Family events or small emergencies
- Same-day or short-notice needs.
Inform your manager as early as possible and seek approval, especially for multiple CL days in a row.
6.8 Sick Leave (SL)
Sick Leave (6 days per year) is for:
- Illness
- Medical appointments
- Recovery from minor health issues
If you are absent on Sick Leave for more than 6 consecutive working days, the Company may request a medical certificate from a registered medical practitioner.
6.9 Maternity Leave (India)
For eligible women employees in India, maternity leave is provided as per the Maternity Benefit Act and applicable law, which currently allows:
- Up to 26 weeks of paid maternity leave for the first two children, subject to eligibility criteria.
The exact eligibility and process will be shared by HR at the time of request and will follow applicable law.
6.10 Paternity Leave (India)
To support new fathers:
- The Company provides 10 working days of paid paternity leave per birth.
- Paternity leave should ideally be taken within 6 months of the child’s birth, in consultation with your manager.
6.11 Unpaid Leave & Special Leave
- If you have exhausted all available leave and still need time off, you may request unpaid leave. Approval is at the Company’s discretion.
- The Company may grant special leave (e.g., bereavement leave) of 3 to 5 days for immediate family bereavement, subject to managerial approval.
6.12 Compensatory Off (Comp-Off)
If you work on a Company holiday or a weekend due to business needs, and this has been pre-approved by your manager:
- You may be granted compensatory off on another working day.
- Comp-off should be used within 60 days from the date worked, unless extended by your manager for valid reasons.
7. COMPENSATION & BENEFITS
7.1 Salary & Pay Cycle (India)
- Your salary (CTC and components) is described in your Offer of Employment.
- Salaries in India are typically paid once per month, on or before the last working day of the month, unless otherwise stated.
7.2 Statutory Deductions (India)
The Company will deduct and remit:
- Income Tax (TDS)
- Provident Fund (PF) contributions, once applicable under Indian law
- Any other statutory deductions mandated by the government.
You are responsible for filing your personal tax returns.
7.3 Provident Fund (PF)
Augeas Technologies will comply with the Employees’ Provident Funds and Miscellaneous Provisions Act and related rules when legally required (based on employee strength and eligibility).
- Once PF is applicable, both Company and employee contributions will be made as per law.
- Details will be shared with employees at that time.
7.4 Health Insurance
At the current stage of the Company:
- A group health insurance policy for employees may not yet be in place.
- Employees are strongly encouraged to maintain their own health insurance.
- The Company may request proof of personal health insurance and, in future, may introduce a Company-sponsored group health plan. If and when introduced, this handbook will be updated.
7.5 Bonuses & Incentives
- Any bonuses or incentives are discretionary and depend on:
- Company performance
- Individual performance
- Project outcomes
- Unless stated explicitly in writing, bonuses are not guaranteed.
7.6 Expense Reimbursements
For work-related expenses:
- Obtain prior approval from your manager for significant expenses.
- Keep and submit valid receipts.
- Submit claims within the timeframe defined by the Company (e.g., within 30 days of the expense).
Small urgent work-related expenses (e.g., under a reasonable threshold such as ₹2,000–₹3,000) will be reimbursed if:
- They were necessary.
- They were properly documented and approved after the fact.
8. PERFORMANCE MANAGEMENT
8.1 Expectations
You are expected to:
- Deliver high-quality work on time.
- Communicate clearly and proactively.
- Collaborate with your team.
- Uphold Company values.
8.2 Goals & Reviews
- Your manager will define goals and outcomes for your role.
- Performance reviews are typically done annually, with informal feedback happening more frequently.
8.3 Promotions & Role Changes
Promotions depend on:
- Consistent strong performance
- Skills and responsibilities
- Company needs and available roles.
Promotion decisions are at management’s discretion.
8.4 Performance Improvement Plans (PIP)
If performance is significantly below expectations:
- A Performance Improvement Plan may be set with clear targets and timelines.
- Failure to meet these may lead to further action, including termination.
9. LEARNING, TRAINING & CAREER DEVELOPMENT
9.1 Onboarding
When you join:
- You will receive orientation on tools, processes, and safety (if applicable).
- You may be assigned a mentor or buddy.
9.2 Training & Certifications
The Company may support training or certifications that:
- Are relevant to your role.
- Benefit the Company.
Approval from your manager is required before the Company commits to any training expenses.
9.3 Knowledge Sharing
Employees are encouraged to:
- Document solutions.
- Share knowledge internally through presentations or notes.
- Help teammates learn.
10. REMOTE & HYBRID WORK POLICY
10.1 Remote Work Eligibility
Augeas Technologies supports flexible work, but remote work is a privilege, not a right. The default expectation is that employees will work in a hybrid model, with regular presence in the office.
- Employees may work remotely for up to three (3) days per week, subject to:
- Manager approval; and
- Project, customer, and team need.
- The specific remote/on-site pattern (for example, which days are remote) should be agreed between you and your manager and may be changed if project needs change.
- Certain roles (for example, lab, hardware assembly, testing, or roles requiring physical access to equipment) may be required to work on-site more frequently, including full-time on-site, as determined by the manager.
Remote work is intended to support productivity and flexibility, not to reduce accountability. Employees must remain fully available and responsive during working hours on remote days.
10.2 On-Site Priority for Project Needs
Project and customer need always have priority over remote-work flexibility.
- The Company and your manager may require you to report to the office on any working day, including a day you had planned to work remotely, if:
- There is an urgent project requirement (for example, hardware bring-up, debugging, testing, or demos).
- A customer visit, audit, or important meeting requires your physical presence.
- There are safety, security, or confidentiality reasons to be on-site.
- Where possible, managers will give reasonable notice before asking you to come to the office. However, in urgent situations, you may be required to report to the office on short notice, and you are expected to cooperate.
- Failure to follow reasonable instructions to work from the office when required may be treated as a performance or disciplinary issue, especially if it happens repeatedly or without valid reason.
This on-site priority overrides general remote-work flexibility and any usual remote schedule you may have agreed with your manager.
10.3 Expectations for Remote Work
Remote employees must:
- Have a stable internet connection.
- Be reachable during agreed working hours.
- Attend all mandatory video calls and meetings.
- Maintain a professional environment during calls.
10.4 Change / Revocation of Remote Privileges
The Company may modify or revoke remote-work arrangements for:
- Performance reasons
- Security reasons
- Project or customer needs
11. TRAVEL & EXPENSE POLICY
11.1 Business Travel
Business travel must be:
- Approved by your manager in advance.
- Booked using recommended modes to control costs.
11.2 Travel Class
For most domestic travel:
- Employees are expected to travel in economy class unless otherwise approved.
11.3 Local Transport
Reasonable local transport expenses (taxis, ridesharing, auto-rickshaws) for business purposes may be reimbursed with receipts.
12. WORKPLACE SAFETY & SECURITY
12.1 Physical Security
- Do not share access cards or keys.
- Report lost access cards immediately.
12.2 Lab & Workshop Safety
- Follow standard operating procedures (SOPs).
- Use required PPE (gloves, goggles, etc.).
- Do not bypass safety interlocks or protections.
12.3 Incident Reporting
Report all:
- Accidents
- Injuries
- Near misses
- Unsafe conditions
to your manager or designated safety officer as soon as possible.
13. CONDUCT OUTSIDE WORK
13.1 Social Media
You are free to use social media personally, but:
- Do not reveal confidential information.
- Do not present your personal opinions as official Company positions.
- Avoid posts that seriously damage the Company’s reputation.
13.2 Public Statements & Press
Only authorized persons may speak on behalf of the Company to media, conferences, or public forums.
13.3 Conflict of Interest
Disclose any situation that may conflict with Company interests, such as:
- Working with competitors
- Having financial interests in vendors or customers
13.4 Outside Employment
During your employment with the Company, you are expected to devote your full professional time, attention, and skills to Company work.
You may not engage in any other employment, freelancing, consulting, business, or self-employment (whether paid or unpaid) for any other person, company, or organization without the Company’s prior written approval.
Limited exceptions (that do not require prior approval) are:
- Passive financial investments (such as shares, mutual funds, or non-operational partnership interests) where you do not provide services or management; and
- Occasional, non-paid help for immediate family that does not interfere with your duties and does not compete or conflict with the Company’s business.
Any outside activity that risks a conflict of interest, affects your performance or availability, or uses Company time, information, or resources is strictly prohibited. Violation of this clause may result in disciplinary action, up to and including termination of employment.
Discuss with your manager if in doubt.
14. GRIEVANCE REDRESSAL & DISCIPLINARY POLICY
14.1 Raising Concerns
If you face issues such as harassment, unfair treatment, or policy violations:
- Approach your manager, or
- Speak to HR or a designated grievance officer.
14.2 Investigation
- Complaints will be treated seriously and confidentially.
- A fair investigation will be conducted, allowing all sides to be heard.
14.3 Protection Against Retaliation
Retaliation against someone who raises a good-faith complaint is prohibited and will itself be treated as misconduct.
14.4 Disciplinary Actions
Depending on severity and frequency, actions may include:
- Verbal or written warning
- Suspension (where legally allowed)
- Demotion
- Termination of employment
15. SEPARATION FROM THE COMPANY
15.1 Resignation
- Resignation must be in writing (email is acceptable).
- You must serve the 15-day notice period or as required by law or your offer letter.
15.2 Exit Process
During notice period, you may be required to:
- Complete pending tasks
- Transfer knowledge and documentation.
- Return Company property.
15.3 Full & Final Settlement
After your last working day:
- HR/Accounts will process your final settlement in line with law and Company policy, including:
- Salary for days worked.
- Eligible leave encashment, if applicable
- Statutory deductions
15.4 Return of Company Property
You must return:
- Laptop and accessories
- ID cards and access badges
- Any tools, hardware, samples, or confidential documents
16. COMPANY HOLIDAYS
16.1 India Holiday Calendar (Example Structure)
Augeas Technologies will publish an official India Holiday Calendar each year. It will generally include around 10–12 paid public holidays, selected from:
- Republic Day – 26th January
- Makar Sankranti / Pongal – around 14th January
- Ugadi (Telugu New Year) – date varies.
- Holi – date varies.
- Ramzan (Eid-ul-Fitr) – date varies.
- Bakrid (Eid-ul-Adha) – date varies.
- Ganesh Chaturthi – date varies.
- Dussehra / Vijayadashami – date varies.
- Diwali (Deepavali) – date varies.
- Gandhi Jayanthi – Oct 2nd
- Christmas Day – 25th December
- New Year Day – 1st January
- Other regional festivals as appropriate for Telangana / Hyderabad
HR will share the exact dates at the beginning of each calendar year.
16.2 Optional / Floating Holidays (India)
Where possible, the Company may designate 2–4 floating holidays each year, which employees can use for:
- Personal religious occasions
- Regional festivals not in the main list
These will be defined in the annual holiday circular.
16.3 US-Based Employees
For employees based in the United States, the Company will define a separate holiday calendar aligned with major US federal holidays. This will be communicated individually as and when required. The following paid Company holidays apply to employees based in the United States:
- New Year’s Day – January 1
- Martin Luther King Jr. Day – Third Monday in January
- Presidents’ Day – Third Monday in February
- Memorial Day – Last Monday in May
- Independence Day – July 4
- Labor Day – First Monday in September
- Thanksgiving Day – Fourth Thursday in November
- Day After Thanksgiving – Fourth Friday in November
- Christmas Eve – December 24
- Christmas Day – December 25
Holiday Observance Rules (U.S.):
- If a holiday falls on a Saturday, it may be observed on the preceding Friday.
- If a holiday falls on a Sunday, it may be observed on the following Monday.
- The Company may announce additional paid or unpaid holidays or office closures at its discretion.
17. EMPLOYEE ACKNOWLEDGMENT
All employees are required to sign an acknowledgment confirming they have received and understood this handbook.
I, ____________________________, acknowledge that I have received and read the Augeas Technologies Employee Handbook (Version 1.0). I understand that it is my responsibility to familiarize myself with the policies and guidelines contained in this handbook and to comply with them. I understand that the Company may amend these policies from time to time and will notify employees of such changes.
Employee Name: ________________________Employee Signature: ____________________Date: _________________________________