• Salary will be paid on the 7th of every month for the previous month worked, unless it falls on a bank holiday, in which case the salary will be transferred to the next business day. The salary shall be paid for the period of the first day of the month to the last day of the month.

• Each employee will be entitled to 7 paid leaves in a financial year, which runs from April 1 to March 31.
• Employees will be eligible for paid leaves after completing 12 months of continuous service with the company.
• The number of paid leaves will be pro-rated based on the number of months the employee has worked in the company in the financial year.
  For example, if an employee joins in October, they will be eligible for paid leaves after 12 months. Post 12 months, paid leaves will be calculated as per pro-rata basis until financial year end. Thus, it will be 3 paid leaves from month of November to March (5months). (In that case, calculation will be: 7/12 x 5 = 2.91, which rounds up to 3).
• Paid leaves cannot be carried forward to the next financial year and any unavailed paid leaves will lapse at the end of the financial year.
• Employees are required to provide prior notice and obtain approval from their reporting manager for availing paid leaves.
• The company reserves the right to modify or change the paid leave policy at any time as per its discretion.
• To take a paid leave, employees must get approval from their supervisor at least two days prior in written format.
• Paid leaves cannot be taken before or after public holidays.
• Paid leaves are not applicable to interns and part-time employees.
• In case of resignation, paid leaves taken during the notice period will not be considered.
• Unused paid leaves cannot be encashed or carried forward to the next year. It is recommended that employees use their full quota of 7 paid leaves for their own social and mental welfare.

• Holi, Diwali, Bhai Pota / Bhai Duj, Kali Puja, Navami, Dhussera, Republic Day, May Day, Independence Day, New Year (31st December), Christmas
• There will be two (2) flexible days for holidays as per cast / religion. For example: Bengali – Durga Puja- Saptami and Ashtami, Eid / Muharram / Bakar Eid –Muslim Employees, Christmas Eve / Easter – Christian Employees, etc.
• The company reserves the right to modify or change the holiday policy at any time as per its discretion.
• Alternate Saturdays are holidays, unless otherwise stated by the company.

• The company follows a policy of providing increments to employees who have completed at least one year of service with the company. The percentage of increment is determined based on various factors such as the employee's performance, skills and knowledge improvement, and goals achieved during the period.
• Increment system is not applicable for part-time employees or interns.
• The administration of the company reserves the right to adjust the increment percentage for individual employees based on their performance and contribution to the company's growth.
• It is important to note that the increment percentage may vary for each employee and the company does not entertain any discussion regarding the same. The decision of the company in this regard shall be final and binding

• Employees who have been with the company for more than one year are eligible for a bonus equivalent to 35% of their monthly salary. This bonus will be paid once a year on a festival or occasion determined by the company, and the specific date will be announced in advance.
• Bonus system is not applicable for part-time employees or interns.
• Employees under notice period won’t be part of bonus system.
• Bonus money will be deducted from salary if employees are providing resignation after one month of bonus period
• The company reserves the right to change the bonus policy and criteria at any time without notice.

• The Employee shall not be entitled to any other compensation except as provided for in this Contract.

• All new employees will be on a probationary period of 10 working days from the date of joining, excluding holidays and absents. During this period, the candidate's suitability and competence for the job will be assessed by the company. If the candidate is released or opts-out within these 10 days, there will not be any pay. If the candidate works for more than 10 days, then these 10 days' payment will be provided along with the salary.

• Every employee will be required to undergo a training and development period of [TRAINING AND DEVELOPMENT PERIOD] days.
• During the training and development period, the employee's performance will be monitored and evaluated by the company.
• The employee will receive training on various aspects of their job responsibilities during the training and development period.
• The company reserves the right to terminate the employee's employment during the training and development period if their performance is not up to the mark.
• Upon successful completion of the training and development period, the employee's employment will continue.
• The employee will be entitled to their regular salary once the training and development period is over.
• Employee probation salary of [PROBATION SALARY] will be applicable once the training period is over.
• Joining letter can be provided on completion of training and development period only.

The employee will use his/her own equipment, supplies, and telephone/Internet connection to perform his/her job duties. In special cases, the company may provide equipment necessary for the employee to perform the desired work-at-home. The equipment or facilities so provided may be used only for official company business, and must be returned to the company at the termination of the work-at-home arrangement, or upon request by the company. The employee is responsible for operating costs, home-maintenance and any other cost associated with the use of the premises as an alternate work location. In the event of equipment failure or malfunction, the employee will immediately notify the supervisor/project manager. In the event of delay in repair or replacement, or any other circumstance which makes work-at-home location impracticable, the company holds the right to mark employee as absent.

• You are also specifically restrained from keeping copies or extracts of any of the Company’s or client’s documents with you, after your release from the services of the Company.
• In case any employee violates the exit formalities by leaving before serving their notice period and without notifying the company with formal letter of resignation via email (hr@apixelhouse.com ), company holds the right to not give experience letter, exit letter, bonus, etc and the employee is liable to pay remuneration/fee equal to their notice period tenure as compensation for finding their suitable replacement and training. In case employee does not adhere to this rule, company holds the right to sue the employee to complete extent of the law.
• On exit or termination of employment, employee agrees that the journey with the Agency (A PIXEL HOUSE) was satisfactory and all the exit formalities have been fulfilled up to their satisfaction. Also, you agree that employee will not be giving any negative ratings to the agency for termination of their employment on any public or social media platforms.
• Interns, subcontractors, and freelancers must complete their agreed-upon working tenure to be eligible for certificates. If they do not fulfill this commitment, the company reserves the right to withhold the relevant certificates or promised articles.
• Experience letter can only be provided once the exit formality of an employee has been completed and notice period served.
• Non-Solicitation:During the term of this Contract and for a period of 2 years after its termination, the Employee shall not solicit or attempt to solicit any customer, supplier, employee, or independent contractor of the Company for his/her own benefit or for the benefit of any other person or entity. Additionally, during the term of employment or internship and for a period of two(2) years immediately thereafter, the Employee shall not solicit any employee or independent contractor of 'A PIXEL HOUSE' on behalf of any other business enterprise, nor shall they induce any employee or independent contractor associated with 'A PIXEL HOUSE' to terminate or breach their employment or internship.

Upon the termination of your employment or internship with the ‘A PIXEL HOUSE’, You shall promptly surrender and deliver to the Company (A PIXEL HOUSE / APH) all records, materials, equipment, designs, documents, notes, lists and plans and data of any nature pertaining to any digital services or Confidential Information of the Company or to the services provided by Employee (You), and Employee will not take or retain (in any form or format) any description containing or pertaining to any Confidential Information which Employee may produce or obtain during the course of Employee’s employment or internship with the Company.

Indian Penal Code, 1860 ("IPC") Any data which is in tangible movable form for e.g. in a CD or a floppy and is moved with a dishonest intention out of the possession of its lawful possessor (without the consent of the lawful possessor) attracts the provisions of theft under Section 378 of IPC. However, scope of the said statutory provision has not been extended to cover a case of data theft, where the said data is an intangible property. Therefore, with respect to such data theft (where data is an intangible property), reliance may be placed on Section 405 of the IPC which deals with criminal breach of trust.