Employees Terms & Conditions

Applicability of Terms & Conditions

1. Bond Duration, Purpose and Scope

• Employment Bond:All employees are required to sign a one-year employment bond, effective from the date of joining.
• Bond Breach:If an employee wishes to resign before the bond period ends, they are required to serve a notice period of 60 days and liable to pay a bond penalty equivalent to Two month’s salary (negotiable under special circumstances at management’s discretion).
• Training & Bond Clause: The company is investing in providing professional training, skills, and knowledgeto the employee/intern to enable them to perform effectively in their role and contribute to the organization’s growth. This training involves significant time, effort, and resources from the company. In consideration of this investment, the employee/intern agrees to complete the agreed bond period. In case of a breach or premature exit from the company before completion of the bond, the employee/intern shall be liable to reimburse the company for the training and associated costs, as determined by management.
• Probation Period: The initial probationary period will be 3 months. During this period, there is no paid leave allow and we can terminate employment within 15 days’ notice.
• The Employee agrees to serve the Company for a minimum period of 1 Yearfrom the Effective Date.
• In the event of premature termination, the Employee shall pay the Company a sum of     ₹ 1,00,000because Company has invested significant time, resources, and training in the Employee.
• The company reserves the right to terminate, modify, or amendthe employment contract at any time, with or without prior notice, based on business requirements, performance issues, policy changes, or any other valid reason deemed necessary by the management.
• This Agreement aims to protect the Company’s interests and ensure the Employee’s commitment to the Company.
• If an employee leaves the company without serving the required notice period, they will not be entitled to any pending remuneration, experience letter & reliving letter. Additionally, they will be liable to compensate the company for any losses incurred as a result, and the company reserves the right to take legal action if necessary. If the company decides to settle based on employee performance, the settlement will be calculated only for the actual king days.

2. Leave Policy

• Annual Leave Entitlement: Employees are entitled to 12 days of paid leave per year after probation period, which includes:
  • Casual Leaves: 6 days
  • Sick Leaves: 4 days
  • Privilege Leaves: 2 days (can be availed after 6 months of continuous employment)
• Leave Application:Leave requests should be submitted at least 7 days in advance for planned leaves, and sick leaves should be reported by 8:00 AM on the day of absence. Short leaves will not be approved. Leaves exceeding entitlement will result in salary deduction on a pro-rata basis.
• Unpaid Leave:Employees may apply for unpaid leaves beyond their entitlement, which will be subject to manager approval.
• Emergency Leave:Emergency leaves are to be communicated as early as possible. Misuse or repeated absences may result in disciplinary action and If an emergency leave is taken before and after a public holiday or weekly off, the intervening day will be counted as part of the leave under the Sandwich Leave Policy.
• Sandwich Leave:If a leave is taken on both sides of a weekly off or public holiday, the intervening off/holiday will also be counted as a leave day.
• Leave Document:For any type of leave taken on working days, the company reserves the right to request valid supporting documents. No leave for personal reason will be approved; all leave requests must be emailed to hr@dmplayers.com with reasons, and only medical emergencies are allowed with proper documentation.

Note: All employees are required to seek prior (7 Days) approval from management for any type of leave or short working day. Any leave taken without formal approval whether demanded or taken as a matter of entitlement will be considered unauthorized and may result in double salary deductions and/or legal action, as deemed necessary by the company.

3. Performance-Based Salary Increment

• Annual Increment:Salary increments will be based on performance and are subject to a maximum of 30% of the current salary on yearly performance
• Performance Review:Employees will undergo an annual performance review, assessing their contribution, KPIs, and overall value to the company. If performance declines, salary and compensation will be adjusted accordingly based on performance.
• Increment Factors: Factors influencing salary increments include:
  • Achievement of personal and departmental targets.
  • Work quality, innovation, and adherence to deadlines.
  • Contribution to team and company growth.
• Increment, Promotion & Performance Review Policy:Any salary increment, promotion, designation change, or additional benefits granted by the Company shall be subject to the employee’s continued performance, productivity, conduct, and ability to fulfill the responsibilities associated with the revised role. The Company reserves the right to review the employee’s performance at any time after the increment or promotion is granted. If the employee fails to meet the expected performance standards, work quality, targets, responsibilities, attendance requirements, or behavioral expectations associated with the revised position, the Company may, at its sole discretion:

1. Revoke or withdraw the revised designation or position.
2. Revert the employee to their previous role and responsibilities.
3. Revise the employee’s salary to the previous salary structure or to any amount deemed appropriate by the Company based on performance.
4. Withdraw any additional benefits, incentives, privileges, or authorities associated with the revised position.

The employee acknowledges that any promotion, designation change, or salary increment is granted based on performance expectations and does not create a permanent entitlement. Continued eligibility shall remain subject to satisfactory performance and compliance with Company policies.

• Increment Retention Clause: Any salary increment, promotion, designation upgrade, or revision in compensation granted by the Company shall be subject to the employee completing a minimum continuous service period of six (6) months from the effective date of such increment. If the employee resigns, abandons employment, remains absent without authorization, fails to complete the required notice period, or otherwise ceases employment for any reason before completing the six-month retention period, the Company reserves the right to withdraw, cancel, or revoke the increment and/or designation upgrade with immediate effect. In such circumstances, the employee’s compensation may be recalculated based on the salary structure applicable immediately prior to the increment, and any excess amount paid solely on account of the increment during the retention period may be adjusted against the employee’s final settlement, incentives, bonuses, reimbursements, recoverable dues, or any other amounts payable by the Company, to the extent permitted by applicable law. The employee acknowledges and agrees that the increment has been granted based on the expectation of continued service and commitment to the organization. Failure to complete the minimum retention period shall constitute a breach of this condition, entitling the Company to take appropriate corrective and recovery measures as permitted under applicable laws and company policies. The Company’s decision regarding the applicability, withdrawal, adjustment, or recovery of such increment shall be final and binding, subject to applicable law.

4. Work From Home (WFH) Policy: 

The Company follows a Work From Office (WFO) model. Work From Home (WFH) is generally not permitted and may only be granted in exceptional circumstances such as medical emergencies, family emergencies, severe weather conditions, or other situations approved by management.

• Approval Of WHF
  • Granting WFH is solely at the discretion of the
  • Submission of a request does not guarantee
  • The Company reserves the right to approve, reject, revoke, or modify any WFH arrangement at any time without prior notice.
• Work Responsibilities During WFH
  • Employees approved for WFH must maintain the same level of productivity, availability,professionalism, and accountability as required during office working
  • All assigned tasks, deadlines, meetings, reporting requirements, and communication standards must be fulfilled without delay.
  • Employees must remain available on phone, WhatsApp, email, and other official communication channels during working hours.
• Infrastructure Requirements
  • Employees working from home must ensure they have a stable internet connection, power backup, and a suitable work environment.
  • Technical issues, internet disruptions, or personal circumstances shall not be considered valid reasons for missed deadlines or incomplete work unless specifically approved by management.
• Performance Monitoring
  • TheCompany may require employees to submit daily work reports, task updates, screenshots, timesheets, activity logs, or attend video calls to monitor productivity during WFH.
• Impact on Work
  • If work quality, productivity, communication, client servicing, project timelines, or team coordination is adversely affected during WFH, the Company reserves theright to immediately cancel the WFH arrangement and require the employee to report to the office.
  • Repeated performance issues during WFH may result in disciplinary action as per Company policy.
• Leave Conversion
  • Ifan employee fails to perform assigned duties adequately while working from home, the Company may treat the WFH day as leave, unpaid leave, or deduct salary proportionately, depending on the severity of the situation and management’s assessment.
• Compensation
  • Approved WFH days shall be considered normal working days and shall not affectsalary, provided all assigned duties and performance expectations are met.
  • Salaryd eductions shall only apply in cases of unauthorized absence, non-performance, or failure to comply with WFH requirements.
• Company Right
  • TheCompany retains full authority to determine the eligibility, duration, conditions, and continuation of any WFH arrangement.
  • Approvalof WFH on one occasion shall not create any future entitlement or precedent for subsequent requests.

5. Working Hours: 

• Standard Working Hours:Employees are expected to work 8 hours per day, including a 30 Minute break.
• Late Coming: Any instance of late coming shall be reported to the supervisor and documented. Repeated instances of late coming may result in disciplinary action.
• Late & Delays:Employees are expected to adhere to office timings strictly. A delay or late arrival will be permitted up to 2-3 times per month only in case of emergencies or valid reasons, subject to approval. Beyond this, any late arrival will be considered as a half-day and deducted from the salary accordingly.
• Absenteeism:The Employee shall notify their supervisor in advance of any anticipated absences. Unapproved absences may result in disciplinary action.
• Penalties for Late Coming and Absenteeism: The Company reserves the right to impose penalties, including but not limited to:
  1. Verbal warning
  2. Written warning
  3. Deduction of pay
  4. Disciplinary action, up to and including termination

6. Office Security & Disciplinary Actions

• Attendance & Punctuality:Employees must maintain regular attendance and adhere to working hours. Persistent lateness, unauthorized leave, or absenteeism may lead to a formal warning or salary deduction.
• Attendance & Punch Policy: Failure to properly punch in or punch out, whether due to forgetfulness or negligence, may be considered as a half-day leave. Repeated delays or irregularities in punching may also impact salary calculations based on total working hours. Employees are expected to ensure accurate and timely attendance records.
• Employees must ensure that the office premises and main door & office door are closed properlywhile entering or leaving.
• Employees must maintain a professional work environmentand avoid workplace conflicts.
• Failure to follow security protocols will lead to strict action.

7. Confidentiality & Intellectual Property

• Non-Disclosure Agreement (NDA):All employees are required to sign a confidentiality agreement, ensuring they will not disclose any company, client, or project-related information or distribute any confidential company data, client details, sales leads, or business strategies to any internal or external party without prior written approval from the management. Any unauthorized sharing of sensitive information, including but not limited to client databases, pricing structures, or sales strategies, will be considered a serious breach of trust.
• Intellectual Property:Any work, designs, content, or strategies developed by employees during their employment remain the intellectual property of the company. Specify that all intellectual property created during employment belongs to the company.
• Content Creator:All content created by employees, whether for Digital Marketing Players, its clients, or internal use, shall remain the sole property of the company. Employees do not hold any rights or claims over the content. The company reserves the right to use, modify, distribute, and promote this content across social media, advertising campaigns, and other platforms as deemed necessary.

8. Termination Policy

1. A. Termination by Company

The Company reserves the right to terminate an employee’s employment with immediate effect in cases including, but not limited to:

• Gross misconduct
• Breach of confidentiality or trust
• Repeated or serious performance issues, after due warnings and internal review
• Violation of company policies, code of conduct, or contractual obligations

Such termination may be executed without notice, as permitted under company policy and applicable law.

1. B. Termination Due to Business Reasons / Mutual Separation

In cases where termination occurs due to company restructuring, role redundancy, or mutual separation, the employee shall be eligible for a smooth exit and full settlement, provided all the following conditions are met:

1. The employee has served the complete notice periodas per the employment agreement
2. There is no record of misconduct, policy breach, or disciplinary action
3. All handover, asset return, clearances, and exit formalities are completed satisfactorily
4. All dues are settled as per company policy

In such cases, the employee will be entitled to:

• Experience Letter
• Salary up to the last working day
• Full & Final (F&F) settlement, processed smoothly as per timelines

1. C. Termination Due to Employee Misconduct / Policy Violations

If termination occurs due to employee-related issues, including but not limited to misconduct, negligence, or policy violations, the employee will NOT be entitled to an Experience Letter, Salary, or Full & Final settlement, except as required by law.

This includes, but is not limited to, the following grounds:

1. Unauthorized absencefor more than 3 consecutive working days
2. Repeated or unapproved short leavesor absenteeism
3. Disrespectful, insubordinate, or inappropriate behaviortoward management, clients, or colleagues
4. Harassment, discrimination, abuse, or any form of unethical conduct
5. Repeated failure to meet deadlines, poor performance despite warnings, or misuse of company resources, data, or funds

In such cases, the Company reserves the right to:

• Withhold experience or relieving letters
• Adjust or withhold salary and dues
• Recover losses or damages, if applicable
• Initiate legal or disciplinary action, where required

1. D. Management Discretion

The Company’s decision regarding termination, exit benefits, and documentation shall be final and binding, based on internal investigation, documented records, and policy compliance.

9. Property Damage

• Responsibility for Company Property:The Employee is responsible for the safekeeping and maintenance of all company property, including but not limited to equipment, vehicles, and facilities.
• Damage or Loss:In the event of damage or loss to company property, the Employee shall promptly report the incident to their supervisor and cooperate in the investigation.
• Liability for Damage:The Employee shall be liable for any damage or loss caused to company property, except in cases of normal wear and tear or circumstances beyond their control.
• Reimbursement:The Employee shall reimburse the Company for any damages or losses incurred, up to a maximum amount of Company Property that is damaged.

10. Misbehavior and Bad Influence

• Code of Conduct: The Employee shall maintain a high standard of professionalism, integrity, and respect in their interactions with colleagues, clients, and stakeholders.
• Personal Calls and Messages:Employees are not permitted to make or receive personal calls or messages during working hours (defined as [insert hours, e.g., 9am-5pm]) while in the office premises or working from home.
• Exceptions: Employees may make or receive personal calls or messages in exceptional circumstances, such as:
  • – Emergency situations (e.g., family emergency, medical emergency)
  • – Scheduled breaks (e.g., lunch break, designated break times)
  • – Prior approval from management
• Work-Related Calls and Messages:Employees are expected to respond to work-related calls and messages promptly during working hours.
• Mobile Phone Usage:Employees are expected to use their mobile phones responsibly and in accordance with this policy.
• Misbehavior: The Employee shall not engage in any behavior that is considered misconduct, including but not limited to:
  • Harassment or bullying
  • Discrimination or hate speech
  • Theft or dishonesty
  • Violence or threats
  • Unprofessional or disruptive behavior
• Bad Influence: The Employee shall not influence or encourage others to engage in any behavior that is detrimental to the Company or its interests.
• Reporting Incidents: The Employee shall promptly report any incidents of misbehavior or bad influence to their supervisor or HR representative.

If Found, responsible for misbehavior and bad influence :

• Disciplinary Action: The Company reserves the right to take disciplinary action, up to and including termination, against any Employee found to be engaging in misbehavior or bad influence.
• Verbal Warning: A verbal warning may be issued for minor infractions.
• Written Warning: A written warning may be issued for more serious infractions or repeated minor infractions.
• Termination: The Company reserves the right to terminate the Employee’s contract immediately in cases of severe misbehavior or bad influence.

11. Employee Perks & Loyalty Rewards

At Digital Marketing Players, we value the dedication and commitment of our employees. To recognize their contributions, we offer the following perks:

• Completion of 1 Year:Eligible employees will receive a gift based on their annual performance.
• Completion of 2 Years:Employees will be rewarded with a domestic land package (Excluding Transfers).
• Completion of 3 Years:Employees will receive a cash bonus Or Gift equivalent to one month’s salary and could be mix of both.
• Perfect Attendance Reward:Employees who complete a full year without taking any leave will be recognized and rewarded by the company with a cash prize Or Gift.

12. Prohibited Activities, Non-Compete & Moonlighting Policy

Personal Work, Moonlighting & Unauthorized Activities in Office:

• Employees are strictly prohibitedfrom engaging in any personal work, freelancing, or outside employment (moonlighting) during office hours or using company resources.
• Employees cannot work for any competitor, client, or any other business offering similar services while employed with Digital Marketing Players.
• If an employee is found moonlighting or doing external work without prior approval, the company reserves the right to take strict disciplinary action, including immediate termination and legal claims for any losses incurred by the company.

Non-Compete & Client Protection Clause:

• Employees are not allowed to engage with, solicit, or take any clients directly or indirectlyfrom Digital Marketing Players during their employment or after leaving the company.
• Any breach of client confidentiality, solicitation, or poaching of clientswill result in legal action, immediate termination, and compensation claims for company damages.
• The Employee shall not approach, solicit, or attempt to engage with any existing or potential clients, leads, or vendors of the Company for personal or third-party benefits.
• Any attempt to divert clients, prospects, or business leads for personal or outside interests will lead to strict legal action.
• The company reserves the right to take strict legal measuresto recover any business loss caused by such actions.

Strict Action & Legal Consequences:

• Any violation of this policy will result in immediate termination.
• The company reserves the right to claim damagesfor business losses, misconduct, or breach of contract.
• Employees may be legally bound to compensate the company for financial or reputational damagecaused by their actions.

13. Confidentiality Agreement for Every Employees at Digital Marketing Players

This letter serves as a formal reference to your engagement in social media work at Digital Marketing Players (DMP) and for its clients.

As part of your responsibilities, you will be granted access to confidential company and client information, including but not limited to:

• Social media account credentials
• Images and media assets
• Customer testimonials
• Customer and prospect email IDs

It is imperative that you maintain the confidentiality of this information and refrain from sharing it with any unauthorized individuals. You are required to protect and restrict access to such information strictly on a need-to-know basis within the organization.

14. Salary & Payment Policy

At Digital Marketing Players, we follow a structured salary cycle to ensure timely payments for all team members.

1. Salary Cycle:The salary period runs from the 1st to the last day of each month.
2. Payment Date:Salaries will be credited between the 7th and 10th of the following month.
3. Stipend for Interns:Interns will receive their stipend within the same cycle as per company policy.
4. Delays & Exceptions:In case of any banking holidays or unforeseen circumstances, minor delays may occur, and clients payment delay, which will be communicated in advance.

Confidentiality & Compliance Guidelines

1. Non-Disclosure Obligation:You shall not disclose, share, or use confidential information for any purpose other than the tasks assigned to you by DMP.
2. Password Management:If any social media account passwords are changed, you must notify us immediately. Failure to do so will be considered a breach of protocol.
3. Access Termination:Upon the conclusion of your engagement, for any reason, you must immediately surrender all passwords, credentials, and access to any company- or client-owned properties. Retaining access beyond your tenure is strictly prohibited.
4. Breach & Consequences:Any violation of these confidentiality terms will result in immediate termination of your engagement, without prior notice. The company reserves the right to claim damages equivalent to the project cost and pursue legal action if necessary.

15. Resignation, Notice Period & Exit Policy

1. Notice Period

Employees are required to serve a mandatory notice period of sixty (60) days in the event of resignation after completion of their bond period, if applicable.

Failure to serve the complete notice period may result in:

• Recovery of salary in lieu of the unserved notice period.
• Adjustment of pending dues, incentives, reimbursements, leave encashment, or any other payments payable by the Company.
• Delayed issuance of relieving and experience letters until all obligations are fulfilled.

2. Leave During Notice Period

No paid leave shall be permitted during the notice period unless approved in writing by management.

Any leave taken during the notice period shall be treated as Leave Without Pay (LWP) and may result in an extension of the notice period equivalent to the number of leave days taken.

3. Performance & Work Delivery During Notice Period

Employees shall continue to perform their duties, responsibilities, targets, and deliverables with the same level of commitment, productivity, and professionalism as before resignation.

The Company reserves the right to:

• Extend the notice period if critical work remains incomplete.
• Adjust performance-linked incentives or variable pay based on actual performance.
• Hold Full & Final Settlement until all assigned tasks, projects, and responsibilities are completed satisfactorily.

4. Handover Requirements

Before the last working day, the employee must:

• Complete a detailed handover of all projects, tasks, clients, and responsibilities.
• Transfer all files, documents, credentials, passwords, software access, communication records, and project-related information to the designated manager or employee.
• Provide proper training and knowledge transfer wherever required.
• Return all company assets, devices, documents, IDs, software licenses, and confidential information.

Failure to complete a satisfactory handover may result in delays to Full & Final Settlement and issuance of relieving documents until compliance is achieved.

5. Confidentiality & Data Protection

Employees shall not retain, copy, transfer, share, download, misuse, or disclose any Company or Client data, files, contacts, credentials, passwords, strategies, reports, creatives, source files, databases, leads, or confidential information after their employment ends.

Any violation shall be treated as a serious breach of employment terms and may result in legal action, recovery of damages, and other remedies available under applicable laws.

6. Professional Conduct

Employees are expected to cooperate fully with management, clients, and team members throughout the notice period.

Any deliberate misconduct, negligence, non-cooperation, client complaints, unauthorized absence, data misuse, disruption of business operations, or intentional delay in project execution may result in disciplinary action, withholding of variable payments or incentives, and other actions deemed appropriate by the Company.

7. Full & Final Settlement (F&F)

The employee’s Full & Final Settlement shall be processed within forty-five (45) days from the last working day, subject to:

• Completion of notice period.
• Successful handover of responsibilities.
• Return of all company assets.
• Clearance from all concerned departments.

The Company reserves the right to recover any outstanding dues, advances, losses, damages, penalties, or liabilities attributable to the employee before releasing the final settlement.

8. Experience Letter

Experience Letter, and other employment documents shall be issued only after successful completion of all exit formalities, handover requirements, and clearance procedures.

16. Performance, Designation & Salary Revision Clause

The Employee acknowledges that the position, salary, responsibilities, and employment offered by the Company are based upon the qualifications, skills, experience, commitments, and representations made during the recruitment process and interview.

If, at any time after joining, the Employee is found unable to perform the duties, responsibilities, targets, deliverables, quality standards, work ethics, productivity requirements, or commitments discussed during the interview process or outlined in the Job Description, the Company reserves the absolute right to:

1. Extend the probation period.
2. Reassign the Employee to a different role or department.
3. Downgrade or revise the Employee’s designation, position, or responsibilities.
4. Revise, reduce, or restructure the Employee’s salary and benefits in accordance with the revised role and performance level.
5. Withdraw performance-based incentives, bonuses, or additional benefits.
6. Issue warning letters, performance improvement plans (PIP), or disciplinary actions.
7. Terminate the employment with immediate effect in cases of unsatisfactory performance, misrepresentation, misconduct, negligence, or failure to meet the Company’s expectations.

The Employee further agrees that any promotion, designation, salary structure, incentive, or benefit offered by the Company shall remain subject to satisfactory performance and may be reviewed, modified, suspended, or withdrawn by the Company at its sole discretion based on business requirements and performance evaluation.

The Company reserves the right to recover any losses, damages, client penalties, advances, or liabilities caused due to negligence, misconduct, unauthorized actions, or breach of Company policies, subject to applicable laws and Company policies.

17. Consequences of Violation & Conflict Resolution

Any breach of these terms will lead to immediate disciplinary action, including but not limited to:

• Termination of employment without notice.
• Legal proceedings under applicable laws.
• Financial penalties or recovery of damages caused to the Company.
• Grievance Handling:Employees with concerns or grievances should address them with their immediate supervisor or HR. The company promotes a transparent work environment and encourages constructive feedback.
• Mediation: In cases of unresolved conflict, third-party mediation may be considered before any final decisions are made

18. Policy Modification Clause

The company reserves the right to modify, update, or amend any terms and conditions at any time without prior notice. All employees are expected to comply with the updated policies. Any refusal to accept or violation of the updated terms may result in disciplinary or legal action, as deemed necessary by the company.

For the latest updates, employees are advised to regularly review the company policies available on our website.

We trust that this agreement is mutually understood and respected. Digital Marketing Players is equally committed to protecting any confidential information you may disclose during the course of our collaboration.

Note: The above Terms & Conditions apply to all individuals associated with Digital Marketing Players, including freelancers, interns, part-time associates, and full-time employees. Any breach of these terms will empower the company to take any full strict action, which may include salary withholding, immediate termination, and legal proceedings as deemed necessary…

Acknowledgment & Acceptance

Please acknowledge and confirm your acceptance of the terms outlined above by signing this letter. Upon receiving your confirmation, we will proceed with granting you the necessary credentials.

We look forward to a productive and long-term collaboration.

For, Digital Marketing Players

Sagar Rastogi
Director & Sales Head
Digital Marketing Players

 

ACCEPTANCE 

I have read the above terms and conditions. I have understood them and hereby accept the appointment on the said terms and conditions and as per service rules of the organization.