Welcome to CYNOSURE CORPORATE SOLUTIONS. We are committed to fostering a positive and inclusive work environment where every employee can thrive. This Employee Handbook has been prepared to help you get familiar with the key policies, benefits, regulations and codes of conduct at CYNOSURE CORPORATE SOLUTIONS. We hope this handbook will be useful and will help you plan and enjoy the benefits and opportunities that CYNOSURE CORPORATE SOLUTIONS provides.
This Handbook is confidential and is for internal circulation only. It is subject to change as and when necessary to remain in compliance with appropriate Government regulations and CYNOSURE CORPORATE SOLUTIONS’s policy. The contents of this Handbook will be modified from time to time and amendments will be issued. Interpretation of the handbook by the management is final. If you need any clarification or further information on any aspect of this Handbook, you can get in touch with the HR department, which will be happy to help you.
Cynosure is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, sex, national origin, age, disability, or any other protected status. Our policies ensure that all employment decisions are made without bias and are based on qualifications, merit, and business needs.
We are committed to providing a work environment free from discrimination and harassment. Any form of harassment, whether verbal, physical, or visual, is strictly prohibited.
Our recruitment process is designed to attract and hire the best talents. The selection process includes interviews, assessments, and background checks. We aim to ensure that each candidate is a good fit for our company culture. New hires undergo an onboarding process to familiarize them with the company policies, procedures, and their specific job responsibilities. This includes orientation sessions and training programs.
CYNOSURE CORPORATE SOLUTIONS welcomes all employees and hopes that they will enjoy the work culture. When a new employee joins CYNOSURE CORPORATE SOLUTIONS a formal induction will be conducted to familiarize them with all the activities in CYNOSURE CORPORATE SOLUTIONS.
Cynosure Corporate Solutions will keep a record of all the Employees’ personal particulars pertaining to the recruitment & selection process. Once an employee joins CYNOSURE CORPORATE SOLUTIONS, he/she should give a copy of Pan card, Aadhar card and two passport-sized photographs to the HR department within one week of joining. In case the pan card is not available, a copy of passport or driving license can also be submitted.
Employees are to keep the HR department informed of any changes in any of the above records.
In order to calculate TDS (Tax Deduction at Source) accurately the following forms need to be completed and returned to the Finance department by 15 April every year or within 15 days of joining the organization:
Office hours at CYNOSURE CORPORATE SOLUTIONS are from 9:30 am to 6:30 pm with a lunch break of 30 minutes, from Monday to Saturday with the second and fourth Saturdays off. Employees are encouraged to observe punctuality. However, all staff will have to work as per the needs and demands of the job.
The Office is a non-smoking premise and all are requested to co-operate in this respect.
The Public Relations department of CYNOSURE CORPORATE SOLUTIONS will manage all communication with the media. In case any media person contacts an employee, s/he should be directed to the PR department. Employees must not make any statement to the press on behalf of CYNOSURE CORPORATE SOLUTIONS.
CYNOSURE CORPORATE SOLUTIONS has five levels. All designations are reflective of the roles being performed. Designations are indicative of functions within a team and each team member plays an equally important role in the effective functioning of that team.
| LEVEL | DESIGNATION | TYPICAL POSITIONS |
|---|---|---|
| 1 | Founding Members | CEO, Director |
| 2 | Senior Management Team | VP/FC/Head of Function |
| 3 | Middle Management Team | GM/Sr Manager, Manager, Assistant Manager |
| 4 | Junior Management Team | Executives |
| 5 | Support Staff | Housekeeping & other staff |
All Employees will be issued employment agreements at the time of joining.
This section includes CYNOSURE CORPORATE SOLUTIONS’s policies on Leave, which are categorized as:
During probation, an employee is not eligible for any leave and thus any leave taken will be considered as unpaid leave. During the first year of service, the leave that an employee can avail of is based on the number of months after confirmation; therefore, leave for the probation period is lost. If a person on probation avails of 15 days or more of unpaid leave, his / her probation period will be extended by the same number of days.
The leave accounting year is the financial year (April to March). Pro rata adjustments will be made to bring entitlements in line with this.
The CEO will sanction leave for the Directors, Directors will sanction leave for all Managers/Department Heads and the Department Heads will sanction leave for all in their department.
Employees are requested to make applications for leave using a Leave Application form (Annexure 2). This must be approved by the Leave Sanctioning Authority. Employees are advised to keep his / her immediate supervisor informed at the earliest. In case of leave for emergencies, the employee is required to fill the Leave Application and get his / her immediate supervisor’s approval, once he / she resumes work.
Employees are encouraged to plan their PL entitlements carefully in order to meet their personal needs and the needs of CYNOSURE CORPORATE SOLUTIONS. Employees are encouraged to actively communicate leave plans and details to their supervisors so that all team members can adjust their schedules.
All employees are eligible for 10 working days of Privileged Leave every year on completion of three years of service with the organization. However, an Employee can take a maximum of 5 working days at a stretch. In case an employee’s avails of more than 5 working days at a stretch, such leave will be treated as unpaid leave.
All Paid holidays and Sundays that precede, succeed or fall within the period of the Employee availing the PL, will not be considered part of the PL.
Casual Leave is permitted for employees to attend to their personal exigencies.
Sick Leave is permitted when an employee is unable to attend work for medical reasons. When an employee is ill and is unable to come to work, he / she must call the office and notify his / her supervisor of their absence.
Employees are eligible to 10 working days of Casual / Sick leave in a year.
In case of absence for more than three (3) working days at a stretch, a Medical Certificate from a doctor is required. In case of additional requirement of SL, it may be combined with PL. Advance SL may be permitted on a discretionary basis.
Maternity Leave (ML) will be available to all female employees for the purpose of confinement and recuperation thereafter.Female employees must notify CYNOSURE CORPORATE SOLUTIONS in writing and produce a Medical Certificate confirming the pregnancy and detailing the expected date of birth and the date on which ML is to commence.
The act is applicable to women employees who have been working as an employee in the company for a period of at least 180 days in the past 12 months.
Female employees will be entitled to take ML of up to eight (8) weeks immediately preceding the birth and the remaining weeks immediately after the actual date of birth. An employee can adjust the timing of the ML but it will not exceed twenty (20) weeks.
Additional maternity leave of 4 weeks Post Maternity Leave of 12 weeks, in case of “illness arising out of pregnancy, delivery, premature birth of child, miscarriage, medical termination of pregnancy or tubectomy operation, supported by a Medical Certificate.
In case of miscarriage or medical termination of pregnancy, the employee on production of a medical certificate will be entitled to leave with wages for a maximum period of six (6) weeks immediately following the day of her miscarriage or medical termination of pregnancy.
An employee will be paid their full salary for the period that they are on Maternity Leave.
Any Sunday or Public Holiday that falls due during ML is counted as part of the Maternity Leave and will not give rise to any additional leave or payments.
This provision of 12 weeks of maternity leave is also applicable to a commissioning mother, which means a biological mother who uses her egg to create an embryo implanted in another women.
Work from home option can be avail-ed after the expiry of the Maternity leave depending on the nature of the work on terms and period that are mutually agreed.
CYNOSURE CORPORATE SOLUTIONS will decide and announce the list of Public Holidays at the beginning of Calendar year based on local practice. The number of such public holidays declared will typically not exceed 10 days.
Similarly, CYNOSURE CORPORATE SOLUTIONS has the discretion to declare an additional holiday, if a public holiday falls on a Sunday or if two holidays fall on the same day, to declare an additional holiday.
Similarly, CYNOSURE CORPORATE SOLUTIONS has the discretion to designate a holiday as a working day, to compensate for working days lost due to natural calamities, civil disturbances or other unforeseen circumstances.
The salary of each employee is credited to his/her bank account by 5th of every month.
The salaries have been structured to be tax compliant for the organization as well as to be tax effective for the employees. The break up is as follows:
The Basic salary is the primary element in the compensation package and is fully taxable.
House Rent Allowance will be a percentage of Basic salary. The lowest of the following three options is exempt from tax:
Employees need to provide stamped receipts for the rent paid for all the months that they claim tax exemption for along with the copy of lease agreement by 15 March of each year to the Finance department. Exemption is not available where an employee lives in her/his own house or in a house for which no rent is paid.
An employee will be eligible for a maximum reimbursement as per the salary structure and the level of the individual.
As per the Income Tax Act an employee is eligible for reimbursement of conveyance expenses only from residence to office and back to the maximum of Rs.1600 per month. The conveyance reimbursement shall be paid along with the monthly salary.
All employees will be eligible for a PF allowance as 12 % of the Basic Salary. This allowance will be payable as a monthly allowance and when the PF account is opened the same will be deposited in the PF account of the individual.
Performance pay or bonus will be paid in any given year as per the performance appraisal process.
Employees who have completed 6 months of service in the organization by October of the given year will be eligible for pro-rata performance pay as per the performance appraisal process.
Performance pay will be payable after appraisals. Performance pay amount is fully taxable.
The salary for the individual employee will be reviewed annually. The change in the salary will be dependent on the overall performance of the company as well as performance of the individual that will be decided as per the performance appraisal system.
Employees can claim reimbursements for expenses done for official purposes by filling up the expense statements as per Annexure 1. Reimbursements will be as per the expense approval matrix. The same can be referred in Annexure 4 No approval is required for reimbursements as per the ceiling. However, this is subject to submission of bills. For any expenses exceeding the ceiling, approval from the department head is required.
Employees’ conveyance from residence to office and back is part of the employees’ salary and therefore cannot be claimed separately.
Employees can claim reimbursements for local conveyance as per Annexure. No approvals are required for reimbursements within the ceiling. But this is subject to submission of bills. Any exceptions to this will have to be approved by the directors/ CEO. However, approval of the department head is required for submission of any claims at actual.
Employees have to submit their conveyance reimbursement form every month and not carry it forward. Conveyance reimbursements will be on a bi-weekly basis.
Employees undertaking travel have to submit a travel requisition as per Annexure 5. In case an advance is required, the same can be obtained based on the travel requisition. The mode of travel is a Low-Cost airlines / Economy airlines employee. Annexure 4 covers ceilings for reimbursements on lodging & boarding, food & conveyance.
The Expense Statement as per Annexure 1 must be submitted to the Finance department (with original receipts / bills) within a week of resuming work and needs to be approved by the respective department head/director.
The HR Department will conduct an exit interview in order to get the employees’ reasons for leaving, feedback as well as other inputs or suggestions on the organization.
Before leaving the company, the employee must ensure that the following formalities are completed:
For an employee who has been with the organisation for a minimum of 5 years, gratuity has to be paid at the time of his/her leaving the organization. Gratuity is calculated as 15 days of basic salary for every completed year of service, based on the last salary. The maximum amount payable as gratuity is either Rs. 3,50,000/- or 20-months’ salary whichever is lower.
Service Certificates will be issued to a resigning employee at the discretion of the HR department. This must be issued within 30 days of cessation of employment. All dues must have been settled. Service certificates will be issued only to employees having completed a minimum of 1 year of employment with CYNOSURE CORPORATE SOLUTIONS.
Employees are expected to adhere to the company’s code of conduct, which includes professional behavior, respect for colleagues, and adherence to company policies.
Failure to comply with company policies may result in disciplinary action, ranging from a verbal warning to termination, depending on the severity of the misconduct.
We prioritize the safety and well-being of our employees. Safety protocols must be followed at all times, and any hazards should be reported immediately.
Employees must report any workplace injuries to their supervisor and HR department immediately to ensure proper medical attention and documentation.
At Cynosure Corporate Solutions, maintaining the confidentiality of our clients, candidates, and company information is of utmost importance.
All employees are required to adhere to the following confidentiality guidelines:
We are committed to protecting the personal data of our clients, candidates, and employees.
Failure to comply with confidentiality and data protection policies may result in disciplinary action, up to and including termination of employment. Additionally, legal action may be taken if necessary.
For any questions or concerns, please contact the HR department at corp@cynosurejobs.com