Your Journey at LN

Hiring & Probation

Onboarding Experience

Joining LN Webworks is the start of a shared journey. Our onboarding experience is designed to help you feel confident, connected, and ready to make an impact from your first day.

Why We Do It

We see onboarding as more than introductions. It is how we live our values from the very beginning: acting with integrity, building respect through relationships, delivering excellence in every detail, learning continuously, and giving back through mentorship and collaboration.

Before You Join

• You will receive your offer confirmation, joining details, and welcome message from HR.
• Background verification is mandatory, and employees are expected to cooperate in completing it promptly.
• Your laptop, access credentials, and workspace will be prepared so you can begin smoothly.
• An onboarding buddy from your team will reach out to introduce themselves and answer any early questions.

Your First Day

Day 1 is about connection. You will meet your manager, team, and buddy, complete an essential setup with IT, and attend a short welcome session that introduces LN Webworks’ mission, structure, and communication tools.

Your First Week

During your first week, you will:

• Learn how we plan and track work through the PM tool, Slack, and Google Workspace.
• Review your role goals and success indicators with your manager to ensure alignment.
• Join a security and data-protection briefing with our IT team.
• Meet colleagues from other departments to gain insight into how we collaborate across projects.

Your First Month

By the end of your first month, you will have your first one-on-one conversation with your manager to discuss progress, challenges, and next steps. You will also attend an internal learning session or tech talk and receive feedback on how you are settling in, culturally and technically.

Who Supports You

• HR Team: guides you through documentation, policies, and people practices.
• Manager: clarifies expectations, sets priorities, and supports your growth.
• Onboarding Buddy: helps you navigate daily tools, culture, and communication.

Continuous Improvement

We regularly collect feedback from new joiners because every experience helps us improve the next one. After your first month, HR will invite you to share what worked well and what could be better.

At LN Webworks, onboarding is not a formality; it is the beginning of belonging. It marks the moment you join a team where learning never stops and every person’s contribution matters.

Probation

All full-time employees begin with a 3-month probation period (unless otherwise noted in your appointment letter).

The probation period is designed as a two-way journey: a chance for you to learn, contribute, and grow with us while we ensure the role, team, and company are the right long-term fit for you.

Leaves during the probation period may be restricted due to transition needs, but genuine emergencies and health needs will be handled with empathy.

Evaluation Criteria

• Behavior & Values → Respectful communication, teamwork, and embodying LN Webworks’ values in daily interactions.
• Learning & Adaptability → Comfort with tools, processes, and the ability to adapt to our culture of curiosity and collaboration.
• Performance → Meeting monthly assigned goals and deadlines, while demonstrating initiative and accountability.

Possible Outcomes

• Confirmation of employment with growth discussions and career planning.
• Extension (usually up to 3 more months) with clear feedback, support, and mentorship to help you succeed.
• Separation, if expectations are not met despite support.

Pre-Joining Engagement

For all new hires from offer acceptance to Day 1

Purpose

Pre-joining engagement is how we protect Day 1 success. Our intention is to:

• Keep the joiner informed about LN happenings and what to expect
• Reinforce that we are excited and invested in them joining
• Help them understand how we work, including culture, tools, and collaboration
• Reduce uncertainty so they show up confident on Day 1

What “good” looks like

A joiner should feel, before Day 1:

• “LN is prepared for me”, clarity and readiness
• “I know who my people are”, HR SPOC, manager, buddy
• “I understand the basics of how work happens here”, communication and rhythm
• “I have nothing pending that could block joining”, documents, logistics, setup

Ownership and roles

HR (Owner): Drives the complete pre-joining lifecycle, ensures consistent weekly touchpoints, tracks risk signals, and closes all open loops.

Hiring Manager (Checkpoint partner): One warm touchpoint, message, or 10–15 minute call, to welcome the joiner, give role context, and share excitement, no tasks or assessments.

Onboarding Buddy (Connection partner): Reaches out early to say hello, answer practical questions, and help the joiner feel they have a friendly face on the inside.

Pre-engagement cadence

Non-negotiable: At least one meaningful touchpoint every week, no gaps.

Within 24–48 hours of offer acceptance: Immediate connection

HR sends a warm welcome and reconfirms:

• Role, team, reporting manager, joining date, location, or work mode
• Clear written acknowledgment of the joining date
• A short, genuine line on why we chose them or what stood out

Week 1 after offer acceptance: Orientation without overload

HR shares:

• LN overview, vision, values, and what we do
• Links: website or LinkedIn, plus one relevant story such as a case study, blog, or success moment
• A simple prompt to reply, question, or reflection

Weekly rhythm until joining

Rotate themes to keep communication fresh and useful, and not spammy:

• Culture and people: team stories, celebrations, real workplace moments
• Growth and learning: mentorship approach, learning paths, career growth
• Role clarity: what success looks like in the first 30 days, high-level
• Practical readiness: documentation, policies, onboarding checklist, FAQs

Every touchpoint must invite a response and a two-way conversation.

Hiring Manager checkpoint

One short message or 10–15 minute call to welcome the joiner, share role context, and say you are looking forward to working together.

Do not assign tasks, evaluate, or run technical assessments.

Two weeks before joining: Commitment reconfirmation

HR reconfirms:

• Joining date and availability, explicit confirmation
• First week outline, simple and reassuring
• Reporting time, office address, and access needs, or remote setup details
• Proactively surfaces concerns or hesitation

Final 48 hours before Day 1: Human check-in

Mandatory HR check-in 1–2 days before joining:

• Day 1 agenda and what to expect
• Reassurance that the team is ready and waiting

What to send

Template 1: Welcome and confirmation

Subject: Welcome to LN Webworks. Confirming your joining details

Body:

Hi \, welcome to LN Webworks. We are excited you are joining us as \.

Just reconfirming: Joining date \, reporting to \, work mode \, location \.

Please reply with: “Confirmed, joining on \.”

Also, what stood out in your profile was \. Looking forward to building together.

Template 2: Week 1 introduction

Subject: A quick intro to how LN Webworks works

Share who we are, what we build, our values, plus one link.

Prompt: “What kind of work energizes you most, building, improving, or supporting others?”

Template 3: Weekly touchpoint

Subject: This week at LN: \

• Two to three bullets, lightweight, and human
• One question that invites reply
  Example prompts:
• Culture: “What helps you feel welcomed on a new team?”
• Growth: “Anything you are currently learning that you want to bring into this role?”
• Role clarity: “What does a great first month look like to you?”
• Practical: “Any pending documents or setup concerns we can help with?”

Template 4: Two-weeks-to-go reconfirmation

Subject: Locking in your Day 1 details

Reconfirm date, time, location, or remote setup, and share a simple first week outline.

Prompt: “Any concerns, small or big, that could impact joining? We will solve them together.”

Template 5: Final 48-hour check-in

Subject: See you on \. Here is your Day 1 plan

Share the Day 1 agenda, who they will meet, what to bring, and a supportive closing line.

Day 1 readiness checklist

By two weeks before joining, HR should have verified:

• Joining date confirmed in writing
• Background verification progressing as expected
• Work mode and location confirmed
• Buddy assigned and introduced
• Laptop, access, or workspace preparation in motion
• Any constraints surfaced, notice period changes, travel, health, or family considerations
• Joiner knows who to contact, single HR SPOC

Red flags and escalation

Immediate intervention is required if:

• Responses slow down or stop
• Tone changes or enthusiasm drops
• Commitments become vague or conditional

Corrective actions:

• Direct one-to-one conversation, kind, clear, and non-accusatory
• Address concerns transparently
• Escalate internally if needed

Rule: Silence is never ignored.

How to handle a concern:

• Acknowledge: “Thanks for sharing, this is valid.”
• Clarify: “What would help you feel confident about Day 1?”
• Offer options: “Here are two or three ways we can support.”
• Close the loop: confirm the next step and timeline in writing.

Tone and boundaries

• Keep messages warm, short, and consistent
• Never test the joiner before Day 1; pre-engagement is about belonging and clarity, not evaluation
• Respect time: one meaningful touchpoint per week is enough unless risk signals appear
• Always invite two-way communication; pre-engagement is a conversation, not a broadcast

Simple tracking

Maintain a lightweight tracker per joiner:

• Joining date and current stage
• Last contact date and theme used
• Response status: Green, Amber, Red
• Open risks, the next action, and the owner

Work Hours & Attendance

We believe in structure balanced with trust. Standard hours help us coordinate effectively, but flexibility allows everyone to balance work and life with confidence.

Standard Hours

• Work Days: Monday to Friday
• Business Hours: 9:00 am – 6:00 pm IST
• Flexible Start: 9:00 am – 11:00 am IST

Consistency helps us collaborate smoothly across teams and time zones.

Client Calls & Standby (Shift Adjustment)

If you have a scheduled client call outside your usual working hours or you are required to be on standby for client needs, you may adjust your working hours for that day to match the client’s requirements while still completing your required working hours.

Please inform your reporting manager and raise a shift adjustment request to HR in advance, or as soon as it is scheduled.

Remote Work & Flexibility

Remote work is about maintaining connection, collaboration, and delivering value. If personal circumstances require a different arrangement, discuss it openly with your manager, and we’ll do our best to support you.

Attendance & Half-Day Rules

• Attendance System:
  • Office/Remote → via our HRMS
  • Remote → via our HRMS & Hubstaff
• Full Day: 8 working hours
  • Plus a 45-minute lunch and 15-minute tea break
• Half Day: Under 5 working hours
  • Includes a 30-minute tea break

Remote Work / Work From Home

At LN Webworks, flexibility is built on trust, accountability, and shared outcomes. Remote work supports global collaboration while maintaining productivity, inclusion, and security. This guideline defines how remote and hybrid work arrangements operate, including clear expectations for availability, productivity, and data protection.

1. Purpose and Principles

Remote work is a partnership. It is approved when it strengthens delivery outcomes and team collaboration, not when it reduces visibility, responsiveness, or execution quality.

Remote work is grounded in:

• Trust supported by visible accountability
• Clear communication and reliable availability
• Consistent delivery outcomes
• Secure handling of client and company data

2. Remote Work Eligibility

Remote work is available to employees whose roles and performance allow them to operate effectively outside the office.

Eligibility is determined by:

• Role requirements and client or project needs
• Demonstrated accountability, communication, and time management
• Consistent adherence to company policies, security protocols, and performance standards
• Manager and HR approval before beginning or extending remote work arrangements

All remote arrangements are reviewed periodically to ensure alignment with business needs and performance outcomes.

3. Remote Work Types

LN Webworks supports the following remote work types:

• Full Remote: Permanent or long-term arrangement approved by leadership, typically for roles that do not require on-site presence
• Hybrid: Combination of office and remote work based on project or team needs, typically structured through weekly or sprint-based schedules
• Occasional Remote: Temporary arrangement for personal, travel, or emergency reasons approved by the manager

4. Availability and Communication Standards

Remote employees are expected to maintain the same standards of professionalism, responsiveness, and collaboration as on-site team members.

Core expectations:

• Be available during standard working hours (9:00 am – 6:00 pm IST, Monday to Friday) unless otherwise agreed with your manager
• Mark attendance through HRMS daily
• Track work hours via Hubstaff daily
• Remain reachable on Slack, Google Meet, and mobile phone during core hours
• Attend scheduled meetings, daily standups, and client calls on time
• Notify your manager in advance of schedule or availability changes
• Keep your calendar updated and status visible (for example: “In a call,” “Focus time”)
• Maintain a professional, distraction-free environment during meetings and video calls

For employees working across time zones, core hours may be adjusted with their managers to ensure collaboration overlaps.

5. Productive WFH Expectations

WFH is intended to provide flexibility without reducing accountability, availability, or output. WFH must produce results equivalent in quality, focus, and visibility to office-based work.

5.1 What Qualifies as Productive WFH

WFH is considered productive when all of the following are true:

• Work is performed primarily on a laptop or desktop workstation suitable for sustained professional work
• The employee is actively executing assigned tasks, not only monitoring or relaying messages
• The employee is available during agreed working hours for meetings, reviews, and collaboration
• Work progress is visible and traceable through required tools such as task boards, documents, commits, tickets, or reports
• The employee has stable internet and an appropriate work environment that supports uninterrupted execution

5.2 What Does Not Qualify as WFH

The following do not constitute productive WFH and should not be treated as work time:

• Checking email, Slack, WhatsApp, or other tools only from a phone
• Passing client or internal messages without performing the underlying work
• Intermittent responses while traveling, running errands, or handling personal matters
• Being “available” or “on call” without active task execution or documented progress
• Partial-attention work where sustained focus is not possible

5.3 Accountability and Review

If productivity, availability, or visibility consistently fall below expectations, WFH may be reclassified as partial or full leave, or a return to office-based work may be required, at the manager’s discretion.

6. Productivity and Performance Monitoring

Remote work is built on trust and transparent results, not constant oversight. LN Webworks uses productivity tools to support focus, visibility, and accountability.

Performance is monitored through:

• HRMS (Greythr): attendance
• Hubstaff: attendance confirmation, plus active time and productivity overview
• PM Tool (Basecamp/Jira): task updates, project progress, and deadlines
• Manager check-ins: weekly or biweekly syncs for goals, challenges, and feedback
• Client feedback: delivery quality, communication responsiveness, and service excellence

Monitoring data is used constructively to identify support needs, remove blockers, and improve outcomes. Employees may request clarification on how specific data is interpreted or applied.

7. Data Security for Remote Employees

Protecting client and company data is a shared responsibility. Remote employees must follow Security Policy and complete IT onboarding to set up VPNs, protect devices, and handle data securely.

Security standards:

• Use only company-issued devices for all work-related tasks
• Avoid saving files or sharing information through personal email or personal cloud accounts
• Use secure, private Wi-Fi networks; public Wi-Fi requires a company-approved VPN
• Protect devices with strong passwords and auto-lock functionality
• Report any security incident, loss, or breach to IT or HR immediately
• Follow GDPR, ISO 27001, and client confidentiality protocols
• Do not discuss client or project details in public spaces or non-secure channels

8. Equipment Support and Maintenance

LN Webworks ensures remote employees have the tools they need to perform effectively.

Company support includes:

• Provision of a laptop and necessary accessories based on role or project needs
• IT-managed software licensing and regular updates
• Remote IT assistance for troubleshooting via Slack or the PM tool
• Repair or replacement for verified non-negligent issues reported within 3 working days
• Internet reimbursement may be considered for long-term remote roles, subject to HR approval

Employees are responsible for:

• Keeping equipment in good condition
• Using it exclusively for LN Webworks work
• Protecting it from damage, theft, or unauthorized access
• Returning all equipment upon role change or exit

9. Health, Safety, and Well-being

Your home workspace is an extension of LN Webworks. The same standards of care and safety apply wherever you work.

• Maintain an ergonomic and safe setup with adequate lighting and seating
• Take short breaks to rest your eyes and stretch regularly
• Disconnect after work hours to sustain balance and well-being
• Report work-related stress or ergonomic concerns to HR for support
• Use wellness resources and HR check-ins available to all remote employees

10. Policy Review and Updates

This guideline will be reviewed annually or as business needs evolve. HR and leadership may update eligibility, tools, and monitoring methods with prior notice. Employee feedback will be considered to keep the guidelines relevant and fair.

11. Closing Note

Remote work at LN Webworks is a partnership built on trust, accountability, and communication. It enables flexibility while preserving the professionalism and excellence expected across the company. Employees are encouraged to share feedback through their manager or HR to improve the remote experience over time.

Leave & Time Off

At LN Webworks, we believe that time to rest, recover, and reset is essential to doing great work. Leave is not just an entitlement; it’s how we sustain creativity, focus, and long-term well-being. When we take care of ourselves, we take care of our team and our clients.

Casual Leave, Sick Leave, and Paid Holidays

• Casual Leave (CL): 12 days per year for personal matters, short breaks, or travel.
  • 12 days are credited on the first day of the year, or prorated as relevant.
  • No carryover.
• Sick Leave (SL): 6 days per year for health-related recovery, including physical illness, medical treatment, or mental health and wellness needs.
  • 6 days are credited on the first day of the year, or prorated as relevant.
  • No carryover.
• Paid Holidays: As per the annual company holiday list, celebrate national and cultural occasions together

Everyone is encouraged to use their leave fully, including leadership. Resting well is part of performing well.

Unused CL/SL is not encashed (and does not carry over), unless specifically required by law or your appointment terms.

Leave used in advance (exit adjustment): CL/SL may appear credited up front for ease of use, but your entitlement is prorated to your Last Working Day. If you have taken more CL/SL than you earned, the excess days will be treated as paid leave taken in advance, and the equivalent amount will be recovered from your Full & Final settlement (or from any other dues payable).

Mental Health & Wellness (Part of Sick Leave)

Taking a day for your mind is as valid as taking a day for your body. Health is more than physical. Mental and emotional balance are equally crucial to our lives and work.

If you’re feeling stressed, overwhelmed, or simply need a day to reset, you can use your sick leave. No special category, justification, or medical certificate is required. These days are for rest, reflection, therapy, or simply pausing to care for yourself.

Support & Confidentiality: If you need someone to talk to or professional guidance, reach out to HR or your manager. We’ll connect you with the right resources and support. All mental health-related discussions are private and handled with care.

Sandwich Leave

Sandwich leave means that if an employee takes leave on both sides of a non-working day (weekend or public holiday), that non-working day is also counted as a leave day.

In short: Leave + Holiday/Weekend + Leave \= All counted as leave

Applicability & Safeguards

Sandwich leave applies only to Casual Leave (CL) and Sick Leave (SL).

This rule does not apply to statutory entitlements, including:

• Declared national and festival holidays
• Legally protected leave: maternity benefits

If leave on either side is Loss of Pay (LOP), the intervening non-working day will also be treated as LOP.

Sandwich leave is applied prospectively and consistently, and will be clearly shown in the HRMS at the time of application.

Applying for Leave

• Planned Leave: Apply for leave via our HRMS at least 3 working days in advance, and at least 10 days in advance for leave longer than 3 days.
• Unplanned or Emergency Leave: Please notify HR and your Reporting Manager at least 2 hours prior to your shift’s scheduled start time.
• Unreported Absence or Late Reporting of Leave: Will be treated as Loss of Pay.

Team Awareness Before Leave

To keep work moving smoothly, inform your Reporting Manager/Project Lead before your leave starts. You can do this at the beginning of your last working day or during the daily scrum/stand-up, as appropriate.

Make sure your designated backup is aware of your leave dates and has enough context to cover your work effectively.

Backup Coverage: If you are assigned as a backup for another team member (or they are your backup), you may not book leave for the same dates. If an exception is unavoidable, it requires prior approval from your Reporting Manager/Project Lead with an alternate backup confirmed in advance.

Clear communication helps the team plan responsibly and allows you to take time off with confidence.

Loss of Pay (LOP) / Leave Without Pay

Sometimes, paid leave may not be available. In such cases, Loss of Pay (LOP) applies. LOP is not a penalty; it is simply a payroll adjustment when an available paid leave balance cannot cover leave.

When LOP Applies

LOP may apply if:

• Your Casual or Sick Leave balance is exhausted
• Leave is not approved or not reported as per the leave guidelines
• You take leave beyond approved or statutory limits
• You are absent during the probation or notice period, during which paid leave is restricted

We encourage you to speak with your Reporting Manager or HR in advance, whenever possible, to discuss alternatives.

How LOP Is Calculated

Monthly Gross Salary ÷ Days in the Month × LOP Days

Statutory Impact

• LOP is treated as unpaid leave
• It may proportionately impact PF, ESI (if applicable), and other statutory contributions.
• All deductions remain fully compliant with Indian labour laws

If you’re unsure how LOP applies to your situation, HR is always here to help.

Annual Holiday Calendar

Holiday Substitution Policy: Employees who work on an official company holiday due to business needs are paid for such and may avail a substituted working day. Substitution must be taken within 30 calendar days, and should be planned with the Reporting Manager and HR to avoid delivery risk and burnout.

Employees must mention “Holiday Substitution” when applying for the compensatory off.

Leave During Notice Period

We try to keep notice periods as smooth as possible for both the individual and the team. Leave during notice period may be restricted due to transition needs, but genuine emergencies and health needs will be handled with empathy.

• Any leave during the notice period requires prior approval from the Reporting Manager and HR.
• If approved, the leave will be treated as:
  • Adjusted against available leave balance, where applicable; or
  • Loss of Pay (LOP) if no balance is available or the leave type is not eligible for adjustment during notice.
• If leave impacts handover timelines, the Last Working Day may be extended to complete transition requirements (as applicable).

Maternity Leave

LN Webworks follows the Maternity Benefit Act, 1961 (as amended) and applicable statutory requirements.

Eligibility

• A woman is eligible for maternity benefits if she has worked for at least 80 days in the 12 months immediately preceding the expected delivery date (as per law).
• ESI-covered employees: If you are covered under the Employees’ State Insurance (ESI) Act, maternity cash benefit is generally provided through ESIC, and HR will support the documentation process.

Duration of Paid Maternity Leave

• Up to 26 weeks of paid maternity leave for the first two children.
• Up to 12 weeks for the third child and onwards.
• Leave can be taken before and after delivery as permitted by law.

Pay During Maternity Leave

• Maternity benefit is paid at the rate of the employee’s average daily wage (i.e., paid leave, not unpaid).
• Payment will be made during the leave period (including advance payment for the pre-delivery portion and the remaining portion after the required proof is provided), as per statutory provisions.

Note: LN Webworks does not withhold maternity pay until after an employee rejoins, as maternity benefit is intended to support employees throughout the leave period.

Documentation & Process

• To plan coverage smoothly, please notify your Reporting Manager and HR as early as possible (recommended: 6–8 weeks before the intended start date).
• Submit a medical certificate stating the expected date of delivery from a registered medical practitioner (or ESIC medical practitioner if ESI-covered).
• Apply in the leave portal with the label “Maternity Leave” and share a handover plan with your manager.

Adoption & Surrogacy (Commissioning Mother)

• A woman who legally adopts a child below the age threshold specified in the Act, or a commissioning mother, is entitled to 12 weeks of maternity benefit from the date the child is handed over.

Return-to-Work Support

• Work from home (where feasible): If your role allows, LN Webworks may support a work-from-home arrangement post-maternity leave on mutually agreed terms.
• Nursing breaks: Nursing mothers are entitled to nursing breaks as per law and operational feasibility.

Extended Leave

• If additional rest is needed beyond statutory entitlements, employees may request Leave Without Pay (LOP) or other available leave types, subject to manager/HR approval and team coverage.

Paternity Leave

• Up to 5 days of paid paternity leave for regular employees.
• Must be taken within 30 days of birth
• Can be used for adoption/surrogacy where the child is living with the parents.

Marriage Leave

• The company allows you to take up to 15 days of leave (5 paid days + 10 unpaid days), including non-working days.
• An employee needs to apply for leave one month prior to the marriage date. As proof, the employee needs to submit a Marriage card.

Bereavement Leaves

• Bereavement Leave Eligibility: Employees are entitled to bereavement leave in the event of the death of an immediate family member, including a spouse, parent, child, or sibling.
• Leave Duration: Employees can avail up to 5 paid leave days to grieve and manage matters related to the death of a family member.

Short Leaves

• In case of any serious justified problem, you can leave the premises with the prior permission of the reporting manager & HR. Apply for regularisation via our HRMS.
• Leaving work without approval may be treated as an unapproved absence and handled under attendance and disciplinary guidelines, depending on frequency and impact. All employees are bound to follow the rules for short leave.
• If there are more than two two-hour short leaves per month, they shall be adjusted against the Leave balance of Casual and Sick Leave, respectively, as per the following criteria. If the Leave balance is zero, the deduction shall be made from the salary accordingly.
• The maximum duration of a short leave shall be two (2) hours.
• Short leave between 02 hours and 04 hours shall be considered as a HALF DAY.
• Leave of more than 04 hours shall be considered a FULL DAY.

Holiday Calendar – 2026

India National / Widely Observed Company Holidays

• Lohri – Jan 13 (Tue)
• Republic Day – Jan 26 (Mon)
• Holi – Mar 4 (Wed)
• Independence Day – Aug 15 (Sat)
• Mahatma Gandhi Jayanti – Oct 2 (Fri)
• Dussehra (Vijayadashami) – Oct 20 (Tue)
• Diwali (Deepavali) – Nov 8 (Sun)
• Govardhan Pooja – Nov 9 (Mon)
• New Year Celebration – Dec 31

Code of Conduct

At LN Webworks, how we work matters as much as what we build. Our Code of Conduct is not a set of restrictions; it is a reflection of who we are as a community. It defines how integrity, respect, and curiosity show up in the everyday moments that build trust: in a line of code, a client conversation, or a teammate’s first day.

We hold ourselves to these standards not because they are written, but because they represent our shared promise to be a company where character and competence grow side by side.

Professional Standards

Professionalism at LN Webworks is the daily practice of respect. It is how we communicate, deliver, and recover, especially when things don’t go as planned. It’s about doing the right thing even when no one is watching, and lifting others while doing it.

• Treat colleagues, clients, and partners with empathy, fairness, and dignity at all times.
• Communicate with clarity and calm; listen as much as you speak.
• Deliver work that reflects care: accurate, reliable, and transparent.
• Respect time; arrive prepared, honor commitments, and update proactively if plans change.
• Create inclusive, safe spaces in meetings, messages, and all forms of collaboration.
• Use company assets, data, and time responsibly.
• Take ownership of outcomes, learn from mistakes, and focus on recovery rather than blame.
• Mentor, share, and support; collaboration is not an extra, it is excellence in action.

Our POSH (Prevention of Sexual Harassment) policy safeguards dignity for everyone. It ensures that safety and respect are non-negotiable, wherever we work, in the office, at client sites, or remotely.

Health, Safety & Wellness

Excellence depends on well-being. We cannot innovate when we are unwell or unsafe, which is why care is built into our work processes.

• Maintain a clean, organized, and hazard-free workspace, whether at home or in the office.
• Follow all safety guidelines and report any risks, accidents, or near misses to HR or your Reporting Manager immediately.
• Practice healthy work habits, including ergonomic seating, regular breaks, and mindful use of screens.
• Take Wellness Days or mental health leave when needed; recovery is a sign of strength, not weakness.
• Reach out to HR (hr@lnwebworks.com) or a trusted colleague if stress or illness affects your well-being. Confidentiality and compassion are guaranteed.

At LN Webworks, health and safety are collective acts of respect. No deadline or deliverable is ever worth someone’s peace of mind.

Conflicts of Interest

Trust grows when motives are transparent. A conflict of interest exists when personal, financial, or external relationships could influence or appear to influence our professional judgment.

• Avoid side work that overlaps with LN Webworks’ services or competes with its interests.
• Do not accept gifts, discounts, or favors that might create a sense of obligation.
• Disclose any personal, financial, or familial connections that may affect business decisions to your manager or HR representative as soon as possible.
• Step aside from decisions where impartiality could reasonably be called into question.
• Treat vendors and clients with fairness and equality, without any hidden arrangements or favoritism.

Openness is not vulnerability; it is integrity in action.

Anti-Bribery & Speaking Up

Integrity is the foundation of every partnership we build. We will never offer, request, or accept bribes, gifts, or improper advantages, directly or indirectly. Even small compromises can erode years-long trust.

• Conduct business with honesty, transparency, and fairness.
• Decline facilitation payments or unofficial fees of any kind.
• Work only with vendors, contractors, and clients who share our ethical standards.
• Report any suspicion of bribery, fraud, or unethical behavior immediately to HR (hr@lnwebworks.com).

Speaking Up

Every team member has the right and responsibility to raise concerns, including those related to unethical conduct, harassment, discrimination, or the misuse of data. All reports are handled discreetly and without retaliation. Anonymous reports are accepted if sufficient details are provided for review and evaluation.

Speaking up is how we protect one another and how integrity becomes culture, not compliance.

Confidentiality & Data Protection

Trust is built through discretion. We are custodians of sensitive information, including client data, source code, creative work, and personal records. Safeguarding them is not only a technical responsibility, but also an ethical one.

• Treat all company, client, and partner information as confidential, whether spoken, written, or digital.
• Use only authorized tools, such as Google Workspace, Slack, and the PM platform, for LN Webworks work.
• Never store or share work files on personal drives, emails, or external services.
• Limit access to those who genuinely need it and manage permissions carefully.
• Protect devices with strong passwords and secure networks.
• Report any loss, breach, or suspicious activity immediately to IT or HR.
• Avoid discussing client or company matters in public forums or online communities.

LN Webworks aligns with international data standards, including ISO 27001 and GDPR, ensuring the highest levels of accountability and privacy protection.

Our Shared Responsibility

Every message sent, every meeting joined, every solution built adds up to who we are as a company. The Code of Conduct does not limit freedom; it empowers judgment. It exists so each of us can make choices that are both ethical and effective.

When facing a gray area:

1. Pause. Ask if it aligns with our values.
2. Reflect. Consider the impact on clients, colleagues, and culture.
3. Reach out. When unsure, seek guidance from your manager or the HR department.

At LN Webworks, integrity is not an aspiration; it is our daily practice. Together, we build a workplace where trust fuels innovation and where doing the right thing is simply how we work.

Health, Safety & Workplace Environment

At LN Webworks, the health, safety, and well-being of our employees are central to who we are. We are committed to maintaining a safe, hygienic, and supportive work environment that enables everyone to perform their best. This policy outlines our shared responsibility to promote safety, prevent accidents, and foster both physical and mental well-being at work.

All employees are expected to follow these guidelines diligently, not only for their own safety but also for the safety of their colleagues and the workplace community.

Office Safety Rules & Evacuation Plan

Every employee contributes to maintaining a safe and secure workplace. Adhering to safety protocols protects individuals and the broader LN Webworks community.

Office Safety Guidelines:

• Keep work areas organized, free of clutter, and clear of hazards such as loose wires, spills, or blocked exits.
• Report damaged equipment, unsafe conditions, or potential hazards to HR or Administration immediately.
• Use electrical and technical equipment only after authorization from IT or Facilities.
• Avoid running or engaging in any behavior that could compromise safety.
• Smoking is strictly prohibited inside the building and near any flammable materials.

Evacuation Plan:

In case of an emergency such as fire, earthquake, or other hazards:

1. Remain calm and follow instructions from the designated security personnel.
2. Use stairways to exit the building.
3. Move quickly and safely to the nearest emergency exit.
4. Gather at the Assembly Point located outside the main building gate.
5. Stay at the Assembly Point until management or emergency services declare the area safe.

Regular evacuation drills are conducted to ensure everyone knows the routes and procedures. Teamwork and attentiveness are essential during drills and real incidents.

First-Aid & Emergency Contact List (Pending)

LN Webworks maintains well-stocked first-aid kits and emergency supplies across key office areas to enable prompt response.

First-Aid Guidelines:

• Each department has a designated First-Aid Officer trained in basic first-aid.
• Report all injuries, however minor, to HR or the First-Aid Officer immediately.
• For serious injuries, call emergency services first, then inform HR and the Office Safety Officer.

Emergency Contact Numbers (displayed on all office notice boards):

• Fire Department: 101
• Police Control Room: 100
• Ambulance / Medical Emergency: 108
• Nearest Hospital: CMC Hospital, Ludhiana – 0161-2115000
• HR Department: hr@lnwebworks.com / +91-9988900456
• Office Safety Officer: 9878341452

Remote employees should keep local emergency numbers accessible and inform HR of any incidents during work hours; HR will assist in locating regional emergency services when needed.

Fire Safety Policy

LN Webworks complies with local fire safety regulations and maintains alarms, extinguishers, and suppression systems in all office areas.

Fire Safety Guidelines:

• Know the location of fire exits, alarms, and extinguishers nearest to your workspace.
• Never block fire exits or tamper with fire safety equipment.
• In case of fire:
  1. Raise the alarm immediately and alert nearby colleagues.
  2. Evacuate via the nearest exit without delay.
  3. Assist others only if it is safe to do so.
  4. Do not re-enter the building until given the all-clear.
• Fire drills are held at least once a year; the Office Safety Officer monitors equipment maintenance and drill records.

Workplace Ergonomics & Hygiene

A clean, ergonomic workspace supports productivity, reduces injury risk, and improves overall well-being.

Ergonomics Guidelines:

• Position monitors at eye level and maintain neutral wrist posture while typing.
• Sit with your feet flat on the floor, or use a footrest as needed.
• Take short breaks to stretch, move, or rest your eyes every 60-90 minutes.
• Request approved ergonomic accessories, such as wrist supports or adjustable chairs, through IT/Facilities.

Hygiene Guidelines:

• Keep desks and common areas clean and clutter-free.
• Dispose of waste properly and use recycling bins where provided.
• Wash your hands regularly, especially before meals and after using shared equipment.
• Avoid bringing strong-smelling food into shared spaces.
• Report sanitation or pest issues to Administration promptly.

Our facilities team conducts routine cleaning and sanitization; employees share responsibility for keeping communal spaces tidy and hygienic.

Mental Health Support & Counselling Resources

LN Webworks recognises mental and emotional well-being as core to employee health. We strive to create an environment where people feel safe raising concerns and seeking help.

Support Available:

• Confidential Counselling: Employees may request confidential counselling via HR; referrals to professional therapists are available as needed.
• Workshops & Awareness: Regular sessions on mindfulness, stress management, and work-life balance are organised.
• Open-Door Policy: Managers and HR are trained to listen empathetically and provide appropriate support.
• Flexible Work Options: Remote work or schedule adjustments may be considered to support recovery or well-being.

We measure program effectiveness through participation, feedback, and periodic reviews, and we share anonymised success stories to encourage use of available resources.

COVID / Contagious Illness Guidelines

LN Webworks remains vigilant in protecting employee health in the context of COVID-19 and other contagious illnesses. Preventive hygiene, clarity on expectations, and flexibility are central to our approach.

Guidelines:

• Mandatory: Employees showing symptoms of COVID-19 or any contagious illness must notify HR immediately and stay home until medically cleared.
• Recommended: Use of masks and hand sanitizers in crowded or enclosed spaces is encouraged. Masks and sanitizers are available in the office.
• Remote work will be supported during illness or recovery periods; HR will coordinate any required documentation or clearances.
• The office will be sanitised promptly if a confirmed case is reported; contact tracing and notifications will follow applicable privacy standards.
• LN Webworks will follow and communicate government and local health advisories as they evolve.

Clear differentiation between mandatory requirements and recommended precautions helps everyone understand expectations and responsibilities.

Roles & Responsibilities

• Employees: Follow safety guidelines, report hazards and incidents promptly, participate in drills, and support colleagues in emergencies.
• Managers: Promote safe practices within teams, ensure team participation in drills and training, and escalate safety concerns to HR or Facilities.
• HR: Coordinate health and safety programs, maintain emergency contacts, manage counselling resources, and handle incident documentation.
• Office Safety Officer / Facilities: Maintain safety equipment, schedule drills and audits, and ensure regulatory compliance.

Closing Note

Health, safety, and well-being are lived practices that reflect our respect for one another. By following these guidelines and supporting each other, we build a workplace that is safe, healthy, and welcoming.

At LN Webworks, we are committed to your physical, mental, and emotional well-being. Together, through vigilance, empathy, and shared responsibility, we create a culture where every individual can thrive, contribute, and grow with confidence.

Prevention of Sexual Harassment (POSH)

At LN Webworks, respect and dignity are non-negotiable. We believe that innovation and collaboration can only thrive when every person feels safe, heard, and valued.

This policy reaffirms our zero-tolerance approach to sexual harassment. It is guided by the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, which extends equal protection to all genders.

Beyond legal compliance, it reflects our shared commitment to providing a workplace free from harassment, intimidation, or discrimination, where everyone can contribute confidently, supported by a culture of integrity, empathy, and accountability.

Scope

This policy applies to:

• Employees: full-time, part-time, contractual staff, probationary workers, interns, and trainees.
• Extended Workplace: vendors, clients, consultants, and third-party partners interacting with LN Webworks employees.
• Beyond the Office: company-sponsored events, off-sites, travel, and virtual environments such as calls, chats, emails, and collaboration tools.

What Constitutes Sexual Harassment

Sexual harassment includes any unwelcome act, behavior, or communication of a sexual nature that violates dignity, undermines equality, or creates a hostile work environment.

These may take many forms, such as:

• Physical → Unwanted touching, advances, or assault.
• Verbal → Sexually colored remarks, jokes, or intrusive personal questions.
• Non-verbal → Gestures, staring, or suggestive body language.
• Digital → Sharing explicit material, sending unwelcome messages, or online stalking.
• Quid Pro Quo → Requests for sexual favors in exchange for promotions, security, or opportunities.
• Hostile Environment → Repeated actions that cause fear, humiliation, or exclusion.

Harassment is defined not only by the action itself, but also by its impact. If it makes someone feel unsafe, uncomfortable, or discriminated against, it will be treated seriously.

Your Rights and Responsibilities

Every team member has the right to work without harassment and the responsibility to maintain respectful boundaries.

We all share this commitment:

• Treat every colleague, client, and partner with dignity.
• Speak up or seek help if you experience or witness inappropriate behavior.
• Support others who raise concerns, without judgment or retaliation.
• Leaders and managers must model respectful behavior and promote an open, safe environment for reporting.

This policy complements our Code of Conduct and the LN Webworks core value of Respect, ensuring every voice is heard and protected.

Raising a Concern

If you experience or witness harassment, you can raise a concern at any time. All reports are handled confidentially, sensitively, and without bias.

How to Report:

• Email your concern to hr@lnwebworks.com within three months of the incident.
• You may approach any Internal Committee (IC) member directly for guidance or help in drafting your complaint.
• Anonymous reports may be considered if they contain sufficient information to facilitate investigation.
• Interim measures (for example, reassignment or schedule changes) may be offered to ensure safety.

Protection from Retaliation → Anyone reporting in good faith is protected from victimization or career impact.

Internal Committee (IC)

As mandated by law, LN Webworks has formed an Internal Committee to address concerns with impartiality and fairness.

Current Members:

• Presiding Officer: Shikha Kumar
• Members: Pankaj Kumar, Aarushi, Poonam, Manpreet Singh, Prabal Bhandari

Employees can contact any IC member in confidence.

Investigation and Outcome

The IC will begin an inquiry within seven working days of receiving a complaint. Both parties will have equal opportunity to share statements, evidence, and witnesses.

Investigations are generally completed within ninety days, with findings shared confidentially.

Depending on the outcome, the IC may recommend actions such as:

• Written apology or formal warning
• Counseling or sensitization training
• Transfer, suspension, or salary deduction
• Termination of employment

False or malicious complaints, if proven, will be addressed fairly to protect all parties.

All information, evidence, and identities remain strictly confidential. Any breach of confidentiality may lead to disciplinary action.

Support and Awareness

Preventing harassment begins with awareness and shared responsibility.

LN Webworks provides:

• Mandatory POSH training during onboarding.
• Biannual workshops on respect, inclusion, and empathy for all employees and leaders.
• Culture-building initiatives, such as dialogues, campaigns, and open sessions, promote safety and respect.
• Accessible resources; this policy is available in the Employee Handbook, on the intranet, and displayed on office notice boards.

Commitment to Respect and Fairness

We handle every report with integrity, respect, and empathy. No one will face retaliation for raising a concern or participating in an inquiry.

Together, we uphold a culture where safety is shared and respect is lived every day.

At LN Webworks, dignity is not optional; it is how we define excellence and community.

IT, Data, and System Security Policy

At LN Webworks, security is not about control; it’s about care. We protect the systems and data that power our ideas, serve our clients, and sustain our reputation. Every person here is part of that protection.

When we handle technology responsibly, we strengthen the foundation of trust that enables collaboration.

This policy explains what’s expected and why it matters, in everyday language, so that you can make confident, secure choices in your work.

1. Purpose, Scope, and Your Role

Who this applies to:

All LN Webworks employees, contractors, interns, and remote contributors using company-owned or company-approved devices, platforms, or tools.

What it covers:

How systems are issued, used, secured, and returned, and how data is created, shared, stored, and deleted during your work with us.

Your responsibility:

• Treat every device, file, and login as part of our shared security.
• Follow the practices in this policy and ask when you’re unsure.
• Report issues early; mistakes are human, hiding them is the risk.

This policy aligns with ISO 27001, GDPR, and global best practices and reflects our values of Integrity, Respect, Service Excellence, Continuous Learning, and Giving Back.

2. Accounts, Access, and Identity

2.1 Access Control (VPN, Git, Project Repositories)

We grant access on a need-to-do-your-job basis.

• Access to VPNs, GitHub or Bitbucket, project environments, and client systems is based on your role and project.
• Never share your login credentials with anyone, not teammates, not vendors, not IT support, over email or calls.
• If you notice unusual activity (unexpected login alerts, strange commits, unauthorized changes), report it immediately to your Technical Project Manager or IT.

Access rights are revoked immediately when you resign, are terminated, or move off a project, to protect both you and the company.

2.2 Identity and Password Management

Strong credentials are your first defense.

Your commitments:

• Use unique, strong passwords (minimum 8 characters with uppercase, lowercase, numbers, and symbols).
• Do not reuse passwords across personal and company accounts.
• Use two-factor authentication (2FA) wherever available; this is mandatory for key systems.
• Never store passwords in plain text (in documents, Slack messages, or screenshots).

Access is reviewed regularly to ensure only the right people have the right permissions.

If you suspect your account is compromised, change your password immediately and inform IT.

3. Devices, Software, and System Care

3.1 System Assignment and Accountability

Company systems are entrusted to you for professional use only.

Before you receive a device:

• You must complete the System Handover Form and Asset Responsibility Agreement.
• IT records the device and accessories in the Asset Register.

Once assigned, you are expected to:

• Use the device only for company work.
• Keep it safe from damage, loss, or theft.
• Avoid installing unapproved or unlicensed software.
• Never lend your device to anyone else (family, friends, or other colleagues).
• Ensure company data stays on approved systems and platforms.

When devices are replaced or returned, IT securely wipes data before re-use.

3.2 Software and Maintenance Standards

Reliable systems keep our work consistent and secure.

• Only authorized, licensed software may be installed.
• IT manages security patches and updates monthly; do not delay or disable them.
• Do not attempt to repair, unlock, or reconfigure systems yourself.

If something breaks or behaves strangely:

• Contact IT via Slack (@Narinder) or the PM tool (http://112.196.0.228:3264/).
• Report issues promptly; if the problem is non-negligent and reported within three business days, the company covers repair or replacement.

Taking care of your tools is part of professional respect for your work, your team, and our clients.

4. Working Online: Networks, Email, and Collaboration

4.1 Network, Internet, and Power Use

A secure connection is a silent guardian of client trust.

• Prefer secure, private Wi-Fi.
• If you must use public Wi-Fi, connect only through a company-approved VPN.
• Ensure you have adequate internet stability and power backup for your workday.
• Set your device to auto-lock after a short period of inactivity to prevent misuse.

If network or power issues will impact delivery, inform your Reporting Manager as early as possible.

4.2 Email and Phishing Awareness

Most breaches start with one click.

Before you click or reply:

• Check the sender address carefully (look for small changes like lnwebw0rks.com).
• Hover over links to see the actual URL.
• Be suspicious of urgent messages that ask for passwords, payments, or confidential information.

Your commitments:

• Do not open suspicious attachments or links.
• Use company email only for work-related logins; avoid using it for personal sites.
• Report phishing attempts or strange emails to IT immediately.

When in doubt, do not click; ask IT.

4.3 Google Workspace and Document Hygiene

Our documents reflect our thinking and our security practices.

Organizing and naming:

• Use descriptive, searchable names (for example, Client_ABC_ProjectPlan_March2025).
• Store files in the correct shared folders, not in personal drives, so teams can access what they need.

Permissions and sharing:

• Choose the least access required:
  • Viewer: read-only
  • Commenter: feedback
  • Editor: active collaboration
• Avoid Anyone with the link unless necessary.
• When sharing externally, verify recipients and use View Only wherever possible.

Security practices:

• Never store passwords, credentials, or IDs in Google Docs, Sheets, or Slides.
• Use version history instead of keeping multiple copies.
• Enable 2FA on your Google account.
• Transfer file ownership to company-managed accounts when requested.
• Include Last Updated and owner details in key document headers.
• Remove internal or sensitive information before sharing documents externally.

5. Data Privacy, Retention, and Backup

5.1 Data Privacy and Confidentiality

Every file, dataset, and message you handle represents trust from a client or colleague.

Core principles:

• All company and client data on LN Webworks systems belongs to LN Webworks.
• Use only approved platforms (Google Workspace, Basecamp, Slack, PM tools) for storage and communication.
• Do not use personal email, WhatsApp, or personal cloud accounts for company work.
• Follow confidentiality clauses defined in contracts and NDAs.
• Treat all client data as confidential unless explicitly stated otherwise.

5.2 Data Retention and Backup

• Data is retained in accordance with client, legal, and internal requirements.
• Remove outdated or unnecessary data using secure deletion methods.
• IT manages encrypted backups so we can recover from incidents without data loss.

If you’re unsure whether you can delete something, ask your Project Manager or IT before doing so.

6. Remote Work and Mobility

Working remotely carries the same responsibilities as being in the office, sometimes more.

When traveling or relocating with company equipment:

• Obtain HR approval before relocating or traveling with devices for more than seven days.
• Keep devices physically secure (never leave laptops unattended in cars, cafes, or conference halls).
• Avoid public charging ports; use your own charger or a trusted power source.

If a device is lost or stolen, inform IT and HR immediately to protect accounts and data.

7. Third-Party Tools, Vendors, and Integrations

Every external integration is a potential doorway into our systems.

Your commitments:

• Do not sign up for new tools or SaaS platforms for work without IT approval.
• Ensure that all vendors and contractors follow equivalent data protection standards.
• Never upload or store client data on unapproved services (e.g., random file-sharing sites or personal cloud drives).

If you want to test a new tool, share the details with IT first. They will review security, compliance, and data handling.

8. Social Media and Public Sharing

What we share publicly shapes how the world sees LN Webworks and our clients.

When posting on social media (LinkedIn, X, Instagram, GitHub, etc.):

• Do not share confidential client information, internal discussions, client project details, In house project details & logics, code, or unreleased work.
• Avoid screenshots that reveal names, emails, dashboards, or internal tools.
• Be respectful, accurate, and aligned with LN Webworks values when talking about your role, colleagues, or industry topics.
• Support official LN Webworks content with likes, comments, and reshares, but do not speak on behalf of the company unless explicitly authorized.

If you’re unsure whether something is safe to post, pause and check with HR or your manager before publishing.

9. Incidents, Loss, and How to Report

Mistakes and incidents happen. How quickly we respond defines our culture of accountability and care.

9.1 Loss or Damage

If your device is lost, stolen, or damaged:

• Theft: file a police report within 24 hours and share it with HR.
• Accidental damage: report to IT; they will assess if negligence contributed.
• If negligence is confirmed, you may be responsible for some costs.
• The company covers manufacturing defects and normal wear and tear.

9.2 Security Incident Flow

If you suspect a security incident (for example, suspected hacking, malware, or data leak):

1. Immediate Report
   Notify IT via Slack or the PM tool. Be clear and specific (for example, clicked a suspicious link, repo shows a commit I didn’t make).
2. Investigation
   IT logs, contains, and assesses the incident. You may be asked for details or to temporarily stop using a system.
3. Escalation
   Severe cases involving client data or a significant impact will be escalated to HR and management.
4. Resolution and Learning
   IT shares what happened, what was done, and how to prevent similar issues. We focus on learning, not blame.

Early reporting protects everyone. Silence increases risk.

10. Monitoring, Privacy, and Compliance

To protect our systems and data, some level of system monitoring is required.

• Monitoring is limited to work-related activity and complies with privacy and legal requirements.
• Data from logs and monitoring is used to detect threats, investigate incidents, and improve security.

Non-compliance with this policy can lead to restricted access, disciplinary action, or, in serious cases, termination of employment.

11. Exit and Equipment Return

When you exit LN Webworks (resignation or termination):

• Return all company systems and accessories, ID cards on or before your final working day.
• HR and IT will verify device condition, configuration, and accessories.
• Recovery charges may apply for missing or damaged items.

A proper return helps the next teammate get started smoothly and ensures your data and access are fully secured.

12. Training, Awareness, and Shared Ownership

Security is not a one-time checklist. It’s an everyday habit.

As part of your role, you are expected to:

• Complete annual IT and data security training.
• Participate in periodic audits and IT-led awareness sessions.
• Share lessons learned from incidents or near-misses to help others avoid similar issues.

13. Our Shared Commitment

When you:

• Log out instead of leaving systems open,
• Question a suspicious link instead of clicking it,
• Use approved tools instead of personal shortcuts,
• Report incidents early instead of hiding them,

You are actively protecting our clients, our colleagues, and our reputation.

Security at LN Webworks is an everyday act of professionalism and care. Together, we keep our digital home safe, so our work can have the impact it deserves.

Grievance & Disciplinary Actions

At LN Webworks, we believe that a safe, fair, and respectful workplace is essential to every employee’s success and well-being. Our grievance and disciplinary policies are guided by our people-first philosophy and ensure transparency, accountability, and integrity in all interactions. These policies protect the rights of every employee while upholding the organization’s values of Integrity, Respect, Service Excellence, Continuous Learning, and Giving Back.

These procedures and channels ensure that concerns are addressed fairly, every voice is heard, and our culture remains inclusive, transparent, and respectful.

Grievance Redressal Procedure

A grievance is any concern, complaint, or dissatisfaction that an employee may have regarding working conditions, workplace behavior, decisions affecting them, or any matter of employment. LN Webworks encourages employees to raise grievances openly, respectfully, and without fear of retaliation.

Objective:

To provide a fair, timely, and transparent process for resolving grievances while maintaining confidentiality and dignity for all involved.

Procedure:

1. Informal Resolution:
   Employees are encouraged to first discuss the issue with their immediate manager or HR representative. Many concerns are resolved through open dialogue, mediation, or local adjustments. Managers and HR should aim to acknowledge and address informal concerns promptly.
2. Formal Complaint:
   If the concern remains unresolved, the employee may submit a written grievance to HR via email. The complaint should include details such as date, time, persons involved, description of the issue, and any supporting evidence.
3. Acknowledgement and Preliminary Review:
   HR will acknowledge receipt of the formal complaint within 3 working days and undertake a preliminary review to determine the appropriate investigation pathway within 7 working days.
4. Investigation:
   HR will conduct a timely, impartial investigation, which may include confidential interviews, document review, and fact-gathering. Investigations will be completed expeditiously, typically within 10 working days from the start of the formal investigation, subject to case complexity.
5. Resolution and Communication:
   HR, in consultation with management or a review committee where appropriate, will determine corrective actions and communicate the outcome in writing to the complainant and respondent, while preserving confidentiality to the extent possible. Where corrective action is required, HR will outline the next steps and timelines.

Confidentiality and Protection:

All grievance matters are treated confidentially. Retaliation against any employee raising a complaint in good faith is strictly prohibited. Records are maintained securely, and access is limited to those directly involved in the process.

Whistleblower Policy

LN Webworks maintains the highest standards of ethics, honesty, and accountability. The Whistleblower Policy provides a secure channel for reporting suspected misconduct, unethical practices, or legal violations without fear of retaliation.

Scope:

This policy applies to all employees, contractors, interns, vendors, and partners associated with LN Webworks.

Reportable Concerns Include:

• Fraud, corruption, or financial irregularities
• Breach of confidentiality or data security
• Violation of laws, regulations, or company policies
• Harassment, discrimination, or abuse of authority
• Any unethical, unlawful, or unsafe conduct

Reporting Channels:

• Email: hr@lnwebworks.com
• Confidential submission to HR or the Managing Director
• Anonymous reporting via the suggestion box

Investigation & Oversight:

• Reports will be acknowledged within 5 working days.
• An appointed Ethics Committee, which will include at least one independent member, will oversee investigations to ensure impartiality.
• Investigations will be conducted confidentially, documented, and conclusions will be shared with appropriate stakeholders while protecting identities as required.

Protection from Retaliation:

Employees who report concerns in good faith are protected from retaliation, discrimination, or victimization. Deliberately false or malicious reports may result in disciplinary action.

Disciplinary Action Procedure

LN Webworks promotes accountability, professionalism, and fairness. Disciplinary measures aim to correct behavior, protect the workplace, and support rehabilitation where appropriate. Coaching and counseling are prioritized whenever feasible.

Grounds for Disciplinary Action Include:

• Repeated absenteeism or lateness without justification
• Violation of company rules or policies
• Misconduct, insubordination, or unprofessional behavior
• Breach of confidentiality or data protection protocols
• Harassment or discrimination
• Fraud, theft, or misuse of company property

Procedure:

1. Preliminary Inquiry:
   HR or management will gather facts, witness statements, and evidence relevant to the allegation. The inquiry is intended to be impartial and fact-based.
2. Show Cause Notice:
   The employee will receive a written Show Cause Notice detailing the alleged misconduct and will be given 48 hours to respond, unless operational exigencies require otherwise.
3. Formal Hearing:
   If a response does not resolve the matter, HR will convene a hearing with the reporting manager and the employee, allowing the employee to present their case and supporting evidence. The employee may be accompanied by a colleague or representative where appropriate.
4. Decision & Action:
   Based on the inquiry and hearing, HR and leadership will determine appropriate action, which may include:
   • Verbal or written warning
   • Performance improvement plan or counseling
   • Suspension (with or without pay)
   • Demotion or reassignment
   • Termination of employment
5. Disciplinary action will be proportionate, documented, and consistent with company policy and applicable law.
6. Appeal Process:
   Employees may appeal the decision within 5 working days of receiving the outcome by submitting a written appeal to HR. Senior management or an independent review panel will consider the appeal, and their decision will be final.

Record Keeping:

All stages of the disciplinary process will be recorded and retained confidentially in the employee’s personnel file in accordance with retention policies.

Escalation Hierarchy

LN Webworks encourages resolution at the most immediate level. If a concern remains unresolved or involves serious ethical or legal matters, the following escalation path applies:

1. Immediate Manager: For operational or interpersonal concerns.
2. Human Resources (HR): For unresolved issues, formal grievances, or policy interpretation.
3. Department Head / Director: For escalations involving cross-functional impact or higher-level disputes.
4. Managing Director / Internal Committee: For final review, serious ethical violations, or matters requiring executive intervention.

For confidential or sensitive reports involving potential wrongdoing, employees may contact HR directly.

Each escalation level will ensure confidentiality, impartiality, and timely follow-up until the issue is resolved.

Roles & Responsibilities

• Employees: Raise concerns promptly, cooperate with investigations, and respect confidentiality.
• Managers: Attempt early resolution, escalate appropriately, and support affected team members.
• HR: Coordinate grievance and disciplinary processes, ensure fair investigations, and maintain records.
• ICC Committee: Provide independent oversight for POSH and whistleblower investigations.
• Senior Leadership: Ensure resources, impartial review, and enforcement of outcomes.

Closing Note

At LN Webworks, fairness, respect, and empathy guide every decision. These grievance and disciplinary policies exist to protect and empower employees and to sustain a transparent, safe, and values-driven workplace. Every employee’s voice matters. We encourage open communication, timely reporting of concerns, and mutual accountability to uphold the culture of integrity and respect that defines LN Webworks.

Employee Engagement

At LN Webworks, culture is created through shared experiences, meaningful connections, and genuine appreciation. Employee engagement brings our values of Integrity, Respect, Service Excellence, Continuous Learning, and Giving Back to life, creating a workplace where everyone feels seen, celebrated, and inspired to grow. We foster inclusivity and connection across geographies, ensuring every employee feels part of one unified team.

Our engagement activities are designed to strengthen belonging, recognize contributions, and celebrate milestones both big and small.

Life Event Celebrations

Every milestone matters. Birthdays and work anniversaries are moments to pause, appreciate, and celebrate the people who make our journey meaningful.

How We Celebrate

• Recurring Celebrations: Birthdays, anniversaries, and our Monthly Stars & Random Awards recognitions are celebrated together each month with small-team gatherings, cards, and virtual wishes for remote employees.
• Milestone Anniversaries: Employees who complete 1–10 years of service receive a recognition message and a token of appreciation.
• Parenthood Celebration: Managers and HR share personalized notes or greetings and present a gift for the child.
• Personal Acknowledgment: Managers and HR share personalized notes recognizing each individual’s contribution and journey.

Important shift: We do not run a single “Employee of the Month.” We run multiple Monthly Stars, and we can recognize multiple people in the same month across different categories.

Festival Celebrations (Diwali, Holi, etc.)

We honor the diversity of our team by celebrating festivals that bring us together. Each celebration is a reminder of our shared humanity and the joy of belonging to a culture that respects diverse faiths and traditions. HR and the culture committee coordinate events, inviting volunteers from across teams to contribute ideas and logistics.

Festivals We Celebrate Include:

• Dussehra & Diwali: Lights, sweets, and togetherness.
• Holi: Colors, creativity, and joy.
• Guru Nanak Jayanti: Reflection and gratitude.
• Christmas & New Year: Global warmth and good wishes.
• Lohri, Baisakhi, Independence Day, Republic Day: Cultural connection and community spirit.

Celebration Format:

• Themed décor, traditional dress days, and potlucks.
• Virtual celebrations for remote teams, with care packages, playlists, or live cultural sharings when feasible.
• Community giving drives, such as donations, food distribution, or open-source contributions, are held during major festivals.

Participation is voluntary and inclusive: employees are invited to share traditions and help shape events so celebrations are meaningful for everyone.

Team Outings & Company Events

Team outings and company events are opportunities to strengthen bonds, recharge creativity, and celebrate collaboration. These gatherings nurture camaraderie and a sense of shared success.

Types of Events:

• Quarterly Team Outings: Informal gatherings, lunches, or adventure activities to promote bonding and trust.
• Annual Company Offsite: A full-day or overnight event combining fun, reflection, and recognition.
• Team-Building Activities: Workshops, games, and friendly competitions that encourage collaboration and communication.
• Virtual Engagements: Online trivia, learning sessions, or shared workshops that connect remote teams across geographies.

Event planning considers team size, project workload, and budget to keep activities sustainable and equitable. HR coordinates event logistics and safety in partnership with managers.

Rewards & Recognition Program

Recognition at LN Webworks reflects our gratitude and respect for those who go above and beyond. We celebrate everyday excellence and extraordinary contributions, ensuring recognition is meaningful, fair, and transparent.

Core Principles

• Recognition is timely, transparent, and inclusive.
• Every achievement, big or small, deserves acknowledgment.
• Recognition aligns with our values and company goals.
  Selection & Transparency
• Nominations can come from managers, peers, or leadership.
• HR and a rotating recognition panel review nominations to ensure fairness and alignment with company goals.
• Award decisions and criteria are communicated company-wide, and winners receive certificates, gift vouchers, or other tokens of appreciation.
• Where appropriate, feedback accompanies awards, making recognition a learning moment.

Recognition Categories

These remain our ongoing program-level categories (not necessarily monthly):

• Spot Awards (immediate appreciation)
• Value Champions (quarterly)
• Team Excellence Awards
• Long Service Awards
• Performance Awards (annual)

Long Service Awards Recognition

Work anniversaries recognize loyalty and sustained contribution. For each eligible anniversary, we celebrate in three ways:

• Slack announcement: A short company-wide message celebrating the milestone and thanking the employee for their impact.
  • HR confirms the anniversary date and coordinates the Slack announcement and card.
• Greeting card: A team card signed by peers and leaders.
  • Managers support by adding a short, specific thank-you note about the employee’s contributions.
  • For remote employees, the greeting card is replaced with a digital card unless shipping is practical.

Suggestion Box & Employee Feedback Mechanism

Feedback is a form of respect: it shows trust in our ability to improve together. Every team member’s voice matters in shaping our workplace, and multiple safe channels exist for sharing input.

How You Can Share Feedback:

• Anonymous Suggestion Box: Physical or digital platforms (accessible via HR) to share ideas, concerns, or appreciation. Submissions are aggregated for trends while individual anonymity is preserved.
• Monthly Pulse Surveys: Short, focused check-ins to measure engagement, gather insights, and highlight areas for action.
• Open-Door Policy: HR, managers, and leadership maintain open channels for honest and constructive conversations. Employees may request one-on-one meetings for sensitive matters.
• Quarterly Feedback Forums: Interactive sessions where suggestions are discussed, priorities are set, and follow-up actions are agreed upon.

Confidentiality & Action:

• Anonymous feedback is reviewed collectively to identify trends and prioritize action; individual privacy is protected.
• HR tracks suggestions and responses, and provides regular updates on actions taken or planned.
• When appropriate, timelines and owners are shared so employees can see progress and impact.

We treat feedback as a continuous loop: collect, evaluate, act, and communicate.

Roles & Participation

• HR: Owns program coordination, communication, budget allocation, and tracking outcomes.
• Managers: Support team-level participation, ensure inclusivity, and nominate people for recognition.
• Employees: Are encouraged to participate, volunteer, and propose improvements through the suggestion channels.

Budget & Accessibility

All engagement activities are planned with a clear budget and an eye on accessibility, including virtual participation options, dietary accommodations, and travel support for off-site events where feasible. HR ensures that activities are inclusive and consider diverse needs.

Closing Note

Engagement and culture at LN Webworks are built on appreciation, celebration, and connection. Whether it’s a festival, a milestone, or a team success, we celebrate the people behind each moment.

Employees are encouraged to take an active role in planning events, joining culture committees, or contributing ideas for new initiatives. Every smile shared, idea contributed, and voice heard strengthens our culture of belonging and makes LN Webworks a place where innovation feels human, and every career grows with impact.

Miscellaneous & Micro Policies

At LN Webworks, we believe that even the smallest policies shape the integrity, professionalism, and culture of our workplace. This section outlines our Miscellaneous & Micro Policies: the everyday guidelines that support order, sustainability, and mutual respect across all teams.

These policies ensure smooth office operations, protect company property, and encourage responsible behavior in alignment with our values of Integrity, Respect, and Service Excellence. Every small practice reflects our people-first culture and commitment to excellence.

Stationery & Pantry Usage

LN Webworks provides essential stationery and pantry supplies to promote a comfortable and productive work environment.

Guidelines:

• Use stationery responsibly and request new items through the Admin team.
• Pantry items like tea, coffee, and snacks are for in-office consumption only.
• Avoid wastage of supplies, food, or beverages.
• Keep the pantry clean, return utensils to their designated areas, and dispose of waste properly.
• Admin schedules regular restocking; report shortages to Admin so supplies can be replenished promptly.

Sustainability begins with daily mindfulness; use shared resources thoughtfully and respectfully.

Clean Desk Policy

To maintain professionalism and protect company data, LN Webworks enforces a Clean Desk Policy across all departments.

Guidelines:

• Clear your desk at the end of each workday.
• Store confidential or sensitive documents securely.
• Lock your computer when leaving your desk unattended.
• Do not use personal USBs, external drives, or storage devices on office systems without IT approval.
• The IT team may conduct random checks to ensure compliance with security protocols.

A tidy workspace reflects discipline, focus, and respect for both data security and the company environment.

Power & Electricity Usage (Sustainability Policy)

LN Webworks is committed to sustainability and reducing its environmental impact through responsible energy usage.

Guidelines:

• Switch off lights, fans, and ACs when not in use or when leaving a room.
• Shut down computers and monitors before leaving for the day.
• Use natural lighting whenever possible.
• Report electrical faults or malfunctioning equipment to the Facilities team immediately.
• Do not plug in personal appliances without prior approval.
• Periodic energy audits and awareness campaigns will measure impact and guide improvements.

Energy efficiency is a shared responsibility; every small effort helps us contribute to a greener, more sustainable world.

Parking Policy

To ensure safety and fairness in the use of parking facilities, LN Webworks maintains a structured parking system for employees and visitors.

Guidelines:

• Park only in designated areas or as directed by security staff.
• Follow parking lines and speed limits to maintain order and safety.
• The company is not liable for any loss or damage to personal vehicles.
• Overnight parking requires prior approval from the Admin department.
• Be courteous: respect other employees’ space and follow security guidance.

Thoughtful parking practices create a safer, more efficient environment for everyone.

Guest Policy

LN Webworks welcomes clients, visitors, and guests with prior intimation, ensuring security and professionalism throughout their visit.

Guidelines:

• Employees should notify Admin in advance of guest arrivals.
• Guests are not permitted to access workstations or restricted zones without authorization.
• Personal guests (friends or family) may visit only with prior management approval.
• Admin must approve requests for after-hours or special-access in advance.

Each interaction with a guest reflects LN Webworks’ culture of respect, confidentiality, and professionalism.

Company Property Damage/Loss Policy

LN Webworks provides company assets to support productivity and innovation; these resources must be treated with care and accountability.

Guidelines:

• Employees are responsible for the proper care and use of company-issued property.
• Report any loss, theft, or damage to HR or Admin immediately.
• When negligence or intentional damage is suspected, HR will conduct a fair assessment before any recovery action.
• Negligence or intentional damage may lead to recovery charges or disciplinary action after due process.
• Do not lend, share, or modify company IT assets without authorization.

Responsible asset management ensures fairness, transparency, and respect for shared resources.

Personal Belongings Responsibility Policy

Employees are responsible for safeguarding their personal belongings within the office.

Guidelines:

• Do not leave wallets, phones, or bags unattended at workstations.
• The company is not liable for the loss or theft of personal items.
• Use lockers or secure drawers, where available, to store valuables.
• Report any suspicious behavior to security immediately.

Maintaining vigilance and mutual trust helps keep our workplace safe for all.

Email Signature Format Guideline

Consistent email signatures reflect LN Webworks’ professional identity and help maintain brand consistency across communications.

Standard Format:

Best regards,

[Full Name]
[Job Title], LN Webworks
+[Country Code]-[Phone Number]

Guidelines:

• Use the approved signature format for all internal and external communication.
• Avoid personal quotes, emojis, or unrelated graphics.
• Use company logos and banners only from official HR or Marketing templates.
• Refrain from adding personal social media links.

Uniformity in communication reinforces LN Webworks’ credibility and professionalism.

Internal Job Posting (IJP) Policy (Pending)

LN Webworks supports career growth and internal mobility through its Internal Job Posting (IJP) Policy, enabling employees to explore opportunities within the organization.

Guidelines:

• Open positions will be announced via email and on the HR portal.
• Employees are eligible to apply after completing at least 12 months in their current role.
• The current reporting manager will be informed once an application is submitted.
• Selection will be based on performance, skills, and alignment with the new role.
• A proper handover process must be completed before transitioning to the new team.

This policy fosters transparency, career development, and growth within LN Webworks.

Policy on Personal Projects / Freelancing

LN Webworks values creativity and supports employees’ side projects that enhance learning, provided they do not conflict with company interests. Subject to verification of conflict of interest by HR or your reporting manager or Management. Anything related to the services of LN webworks is a clear conflict of interest.

Guidelines:

• Disclose any freelance or personal projects to HR or your manager before initiating them.
• Projects must not use company resources, tools, time, or data.
• Employees may not engage in freelance work for LN Webworks’ clients, competitors, or vendors.
• Intellectual property created during employment that relates to company work belongs to LN Webworks.
• HR will review conflicts of interest and take appropriate action if necessary.
• Non-conflicting creative work is encouraged, and employees may seek guidance on boundaries from HR.

We support innovation beyond the workplace while balancing professional and ethical responsibilities.

Closing Note

These micro policies ensure order, efficiency, and fairness in our day-to-day work. Small habits, such as conserving power, keeping a tidy desk, or securing data, uphold LN Webworks’ standards of excellence.

By following these policies, we create a workplace that is organized, sustainable, and respectful of people and resources. Together, we turn everyday practices into a culture of ownership, responsibility, and trust that defines LN Webworks.