Equal opportunity policy
Our dedication to promoting diversity in the workplace and ensuring equality is reflected in our
equal opportunity employer policy.
The foundation of a safe and effective workplace is this equal employment opportunity policy.
We are committed to treating everyone with respect and consideration because we believe that
everyone needs to feel supported and valued in order to work effectively.
As an equal opportunity employer, we give everyone the same chances for employment,
advancement, and benefits without making any distinctions based on protected characteristics
like:
● Age
● Sex / Gender
● Sexual orientation
● Ethnicity / Nationality
● Religion
● Disability
● Medical history
We support an environment at work where everyone gets along and is treated with respect.
Harassment and bullying are not tolerated here.
We do not discriminate unfairly on any basis, including race, caste, religion, color, descent,
marital status, sex, sexual orientation, age, national origin, ethnicity, disability, or any other
category protected by applicable law.
Workplace health and safety
Health is wealth. It takes a lot of work to create a health and safety policy manual, but it will be
worthwhile in the long run. The primary objective of Digichowk’s safety and health programs is to
prevent workplace accidents, illnesses, and fatalities, as well as the pain and loss of income that
these occurrences can bring on for employees, their families, and employers.
Attendance, vacation, and time-off policies
We set people free to do great work. Punctual and regular attendance is an essential
responsibility of each employee at Digichowk. Employees will be held responsible for following
their work schedule in order to guarantee adequate staffing, and good employee morale, and to
meet expected productivity standards throughout the organization.
1. Absent
An employee is deemed absent when he/she is unavailable for work as assigned/scheduled and
such time off was not scheduled/approved in advance as required by department notification
procedures.
2. Time Clocks and Failure to Clock in/out
Employees are expected to record their actual hours worked in accordance with established
procedures. Missing clock in or out is against this rule and includes:
3. Excused, unpaid absences without disciplinary action.
Excused, unpaid absences can be granted for funerals, jury duty, bereavement, childbirth, a car
accident, medical appointments, and unavoidable emergencies.
Employee disciplinary action policy
The Digichowk Disciplinary Action company policy outlines how we respond to an employee’s
improper behavior or subpar work. We want to offer an avenue for employees to make amends
for any transgressions or enhance their work output before facing harsher disciplinary
measures, up to and including termination.
When there is enough evidence to support it, our disciplinary process will start. Managers or HR
must conduct an initial investigation whenever there is reason to believe or hint at misconduct
Compensation and benefits policy
At Digichowk, compensation policies range from basic shift differentials for employees who work
outside normal business hours – such as swing shifts or graveyard shifts – to strategies that
reward employees for high-level performance that reaches organizational goals.
Meal Period:
Employees who work six or more hours straight each day must take three uninterrupted breaks
for meals that last at least 30 minutes away from the workplace. However, the timing of meal
breaks is determined by the operational requirements of the workplace.
Employee Incentives
Digichpwk employers’ reward and compensation strategies include employee incentives.
Performance, sales, or other criteria that the business uses to recognize employees for
achieving organizational and career goals can all be used as the basis for incentives.
Pay for performance.
A pay-for-performance compensation policy is similar to a merit increase because it’s based on
employee performance.
Communicated & Peaceful Environment Policy
The aim of the Communications Policy is to reduce the risk to the Gallery of Damaging or
Ineffective communication and to ensure that all staff is aware of how communications are best
conducted externally and internally, and who has responsibility for which aspects,
Remote work policy
Digichowk always strives to provide equal opportunities to all employees when it comes to
working situations.
Employees may work remotely on a permanent or temporary basis.
Permanent remote work employees should indicate their primary working address in a remote
working agreement. This contract will also outline their responsibilities as remote employees.
We provide our remote employees with equipment that is essential to their job duties, like
laptops, headsets, and cell phones (when applicable).