Embedded Files
We strive to offer a seamless office and out-of-office work experience through a unified set of inclusive policies to achieve optimum satisfaction.
We strive to offer a seamless office and out-of-office work experience through a unified set of inclusive policies to achieve optimum satisfaction.
Kalasko General Confidentiality Policy
BY ACCEPTING AND SIGNING KALASKO’S JOB OFFER, YOU ADHERE TO THE FOLLOWING:
You acknowledge, for the avoidance of doubt, that any intellectual property rights in any material (including patents, rights to inventions, copyright and related rights, trademarks, trade names and domain names, business names, rights in get-up, rights in goodwill or to sue for passing off, unfair competition rights, rights in designs, rights in computer software, database rights, rights in confidential information (including know-how and trade secrets), moral rights and any other intellectual property rights, in each case whether registered or unregistered and including all applications (and rights to apply) for, and renewals or extensions of, such rights and all similar or equivalent rights or forms of protection which subsist or will exist, now or in the future, in any part of the world, including, without limitation all copyright in software source code) created at any time, up to and including the date upon which Kalasko Inc. (the “Company”) was incorporated and any time after that, which relate to or affect the business of the Company (the “Intellectual Property Rights”), are the property of the Company. For the avoidance of doubt, this applies to any Intellectual Property Rights in materials which have been developed under the Agreement or which you have caused to come into existence before the incorporation of the Company as a result of any work done or services rendered as a result of the Agreement and relating to the business projects and commercial operations which the Company now undertakes.
You, with this assign and transfer, absolutely and agree to assign, transfer absolutely, to the Company (or to such other entity or person as the Company may direct) all rights, title, and interest in all Intellectual Property Rights (including by way of present assignment all future Intellectual Property Rights) together with the right to sue for damages and other remedies for infringement of the Intellectual Property Rights occurring before the date of this Deed. You agree that you will not attempt to assert any rights or make any claim regarding the Intellectual Property Rights against the Company.
You also agree at any later time to execute any documentation or otherwise assist the Company in securing, protecting, perfecting, or enforcing any of the Company’s rights, title, and interest in the Intellectual Property Rights or those of the Company’s successors in title. You also agree to waive any rights to which you may be entitled under any legislation (including without limiting the generality of the preceding moral rights conferred on you) now existing or in the future enacted in any part of the world. To avoid doubt, this waiver shall extend to the licensees and successors in title to the copyright in the Intellectual Property Rights.
You also confirm your agreement that the Company may assign these Confidentiality & Intellectual Property Rights at its sole discretion to any nominee of its choice.
This Deed may be executed in any number of counterparts and by the different parties hereto on separate counterparts, each of which, when executed and delivered, shall constitute an original all such counterparts together constituting the same instrument. The expression “counterpart” shall include any executed copy of this Agreement transmitted by facsimile or electronically in Portable Document Format (PDF).
Covenant-Not-to-Compete: You covenant and agree that during the term of your cooperation and/or engagement with Kalasko Inc. and for twelve (12) months after the termination thereof, regardless of the reason for the engagement/cooperation termination, you will not, directly or indirectly, anywhere in the world, on behalf of any Competitive Business perform similar duties or substantially use the information exchanged with you to gain any competitive advantage whatsoever.
Non-Solicitation of Customers, Customer Prospects, and Vendors. You also covenant and agree that during the term of your cooperation and/or engagement with Kalasko Inc. and for twelve (12) months after the termination thereof, regardless of the reason for the engagement/cooperation termination, you will not, directly or indirectly, solicit or attempt to solicit any business from any of the Company’s Customers, Customer Prospects, or Vendors with whom you had Material Contact during your engagement with Kalasko Inc.
Non-Solicitation of Employees. You also covenant and agree that during the term of your employment with Kalasko Inc. and for twelve (12) months after the termination thereof, regardless of the reason for the engagement/cooperation termination, you will not, directly or indirectly, on your behalf or on behalf of or in conjunction with any person or legal entity, recruit, solicit, or induce, or attempt to recruit, solicit, or induce, any non-clerical employee of the Kalasko Inc.
Onboarding Process
Onboarding Process
Kalasko provides its new contractors with a 3-stage initial intense phase to smoothen their joining into the team.
Kalasko provides its new contractors with a 3-stage initial intense phase to smoothen their joining into the team.
Pre-boarding starts once you sign your Offer Letter and get sent your New Hire Pack! to fill in some personal information, sign our NDA, tell the team more about your interests, and learn about our work policies. You shall also be sent your First Week Agenda including the below.
Pre-boarding starts once you sign your Offer Letter and get sent your New Hire Pack! to fill in some personal information, sign our NDA, tell the team more about your interests, and learn about our work policies. You shall also be sent your First Week Agenda including the below.
On-boarding starts on your first working day with the company and it involves an HR orientation and a few more sessions with relevant teams to get the full picture of the company and its products.
On-boarding starts on your first working day with the company and it involves an HR orientation and a few more sessions with relevant teams to get the full picture of the company and its products.
Post-boarding is two weeks after your joining date when you are sent a Selection and Onboarding Survey and HR would set a 15-minute meeting with you to discuss survey answers, and extend any needed support.
Post-boarding is two weeks after your joining date when you are sent a Selection and Onboarding Survey and HR would set a 15-minute meeting with you to discuss survey answers, and extend any needed support.
Probation Period is the first three-month period of your employment which includes the above stage. This period also involves two formal evaluation cycles, one at Mid-PP, and the other at End of PP; where the new contractor will be assessed on their soft skills (core competencies) and hard skills (job-specific competencies).
Probation Period is the first three-month period of your employment which includes the above stage. This period also involves two formal evaluation cycles, one at Mid-PP, and the other at End of PP; where the new contractor will be assessed on their soft skills (core competencies) and hard skills (job-specific competencies).
*Successfully meeting or exceeding expectations in your PP assessments will lead to proceeding onto your full-time engagement with Kalasko or any of its partners.
*Successfully meeting or exceeding expectations in your PP assessments will lead to proceeding onto your full-time engagement with Kalasko or any of its partners.
*Failing to meet expectations in your PP assessments will lead to either a PP extension (with a maximum of additional 3 months - amounting to a total probation period duration of 6 months) with a timed action plan or the end of your engagement with Kalasko or one of its partner companies.
*Failing to meet expectations in your PP assessments will lead to either a PP extension (with a maximum of additional 3 months - amounting to a total probation period duration of 6 months) with a timed action plan or the end of your engagement with Kalasko or one of its partner companies.
Workplace Conduct and Inclusive Office Rules
Workplace Conduct and Inclusive Office Rules
Being part of Kalakos’s team sets you under the obligation to follow and respect workplace rules and avoid all kinds of harm to others as listed below:
Being part of Kalakos’s team sets you under the obligation to follow and respect workplace rules and avoid all kinds of harm to others as listed below:
Office Space Management: It is Kalakos’s responsibility to design the office setup, and it has to be maintained on all levels by all contractors. In case of a change request, please contact Kalasko's operations team.
Office Space Management: It is Kalakos’s responsibility to design the office setup, and it has to be maintained on all levels by all contractors. In case of a change request, please contact Kalasko's operations team.
Office Presence: All Kalasko teams are responsible to have a minimum presence in their designated offices regardless of their work model except those who are signed for the full remote contracts.
Office Presence: All Kalasko teams are responsible to have a minimum presence in their designated offices regardless of their work model except those who are signed for the full remote contracts.
Office Image: It is important to impose a tidy office and maintain Kalasko’s professional image.
Office Image: It is important to impose a tidy office and maintain Kalasko’s professional image.
Family photos are accepted on the contractors’ desks.
Family photos are accepted on the contractors’ desks.
Religious photos or symbols are totally forbidden.
Religious photos or symbols are totally forbidden.
No permanent stickers are to be put on walls, workstation partitions, PCs/ laptops, printers, or photocopying machines.
No permanent stickers are to be put on walls, workstation partitions, PCs/ laptops, printers, or photocopying machines.
Office Noise Management: Kalasko aims to provide a professional work environment that enables everyone to deliver their best output; therefore the noise level in all partners' offices must be strictly managed, especially with the prevalence of shared space workstations. Accordingly, all employees are required to:
Office Noise Management: Kalasko aims to provide a professional work environment that enables everyone to deliver their best output; therefore the noise level in all partners' offices must be strictly managed, especially with the prevalence of shared space workstations. Accordingly, all employees are required to:
Keep the noise level to a minimum during conversations and meetings in the office space.
Keep the noise level to a minimum during conversations and meetings in the office space.
Monitor phone use by taking phone calls outside and keeping personal calls to a minimum level.
Monitor phone use by taking phone calls outside and keeping personal calls to a minimum level.
It’s preferred to switch the mobile phone ringing settings to “vibration” or “beep once”.
It’s preferred to switch the mobile phone ringing settings to “vibration” or “beep once”.
No loud music or songs are allowed in the shared office space.
No loud music or songs are allowed in the shared office space.
Office Food and Beverages: To ensure a hygienic and clean environment inside the offices, it is only allowed to eat food with no strong smells in the office (biscuits and snacks). Eating is preferred in the cafeteria or the outdoor area. Desks are cleaned daily before working hours, and housekeeping personnel will be available all day.
Office Food and Beverages: To ensure a hygienic and clean environment inside the offices, it is only allowed to eat food with no strong smells in the office (biscuits and snacks). Eating is preferred in the cafeteria or the outdoor area. Desks are cleaned daily before working hours, and housekeeping personnel will be available all day.
Working in Shared Spaces: Everyone is welcome to work from the shared spaces from time to time when needed. While the shared spaces in the G-Space building are available to accommodate you during working hours, it is preferred to use your designated offices for most of the working hours; since this facility is a shared space for visitors as well, in addition to the risk of compromising the security and confidentiality of your work. Thus working in any location outside of the office space has to be suitable for uninterrupted work and only around authorized people.
Working in Shared Spaces: Everyone is welcome to work from the shared spaces from time to time when needed. While the shared spaces in the G-Space building are available to accommodate you during working hours, it is preferred to use your designated offices for most of the working hours; since this facility is a shared space for visitors as well, in addition to the risk of compromising the security and confidentiality of your work. Thus working in any location outside of the office space has to be suitable for uninterrupted work and only around authorized people.
Rules for Designated Offices:As you will see during the office tour, Kalasko has many on-site clients, each has their own offices. Due to the confidentiality of each client’s work, it is strictly prohibited to work in any of the other clients’ designated offices. If you need to communicate with any of your friends working for a different client, you can do so in the shared areas outside their designated offices. You can pass by their offices if it’s just briefly, while you're making sure you're not violating the confidentiality rules and security of their work.
Inappropriate Behavior: Staff and management need a work environment that's free of inappropriate behavior in order to perform efficiently with the highest level of productivity. Inappropriate behavior may include actions, words, or physical gestures that could reasonably be perceived to be the cause of another person’s distress or discomfort.
Inappropriate Behavior: Staff and management need a work environment that's free of inappropriate behavior in order to perform efficiently with the highest level of productivity. Inappropriate behavior may include actions, words, or physical gestures that could reasonably be perceived to be the cause of another person’s distress or discomfort.
Workspace Visitors: If you would like to invite a visitor to our offices, please make sure that the visitor stays in the shared areas and not invite them inside the business offices of Kalasko or any of its partners. When you have office visitors, you also have responsibilities. You should:
Workspace Visitors: If you would like to invite a visitor to our offices, please make sure that the visitor stays in the shared areas and not invite them inside the business offices of Kalasko or any of its partners. When you have office visitors, you also have responsibilities. You should:
*Always tend to your visitors (especially when they are underage).
*Always tend to your visitors (especially when they are underage).
*Keep your visitors away from areas like business offices, meeting rooms, or confidential records.
*Keep your visitors away from areas like business offices, meeting rooms, or confidential records.
*Prevent your visitors from showing any behavior that could be considered misconduct.
*Prevent your visitors from showing any behavior that could be considered misconduct.
*Anyone who delivers orders or packages for contractors should remain at our building’s reception. If you are expecting a delivery, security guards will notify you so you may collect it. In all cases, we ask that you do not disturb or distract colleagues from their ongoing work.
*Anyone who delivers orders or packages for contractors should remain at our building’s reception. If you are expecting a delivery, security guards will notify you so you may collect it. In all cases, we ask that you do not disturb or distract colleagues from their ongoing work.
Gross Misconduct leads to immediate termination by Kalasko to contractors who perform one or more of the following:
Gross Misconduct leads to immediate termination by Kalasko to contractors who perform one or more of the following:
*Negligence or misconduct by the contractor in the performance of their duties;
*Negligence or misconduct by the contractor in the performance of their duties;
*Getting involved, indicted, or convicted of a felony or criminal offense whether relating or not to Kalasko or its partners' business;
*Getting involved, indicted, or convicted of a felony or criminal offense whether relating or not to Kalasko or its partners' business;
*Act of fraud, dishonesty, or embezzlement whether relating or not to Kalasko or its partners' business;
*Act of fraud, dishonesty, or embezzlement whether relating or not to Kalasko or its partners' business;
*Any misconduct that, in the judgment of Kalasko or its partners, brings their reputation into disrepute;
*Any misconduct that, in the judgment of Kalasko or its partners, brings their reputation into disrepute;
*Persistent failure to satisfactorily perform the job for which they have been employed despite warnings and attempts to achieve an improvement. Including refusal to comply with proper instructions or warning letters, or difficulty in maintaining good working relationships with other contractors;
*Persistent failure to satisfactorily perform the job for which they have been employed despite warnings and attempts to achieve an improvement. Including refusal to comply with proper instructions or warning letters, or difficulty in maintaining good working relationships with other contractors;
*Theft, unauthorized use or possession of Kalasko or any of its partners' property while acting or purporting to act on behalf of them; or theft of the property of any fellow contractor whilst on Kalasko premises; or serious negligence or deliberate misuse of Kalasko or any of its partners' equipment or property, whether or not resulting in damage or injury;
*Theft, unauthorized use or possession of Kalasko or any of its partners' property while acting or purporting to act on behalf of them; or theft of the property of any fellow contractor whilst on Kalasko premises; or serious negligence or deliberate misuse of Kalasko or any of its partners' equipment or property, whether or not resulting in damage or injury;
*Any attempt to commit fraud against Kalasko or any of its partners; including dishonesty in such matters as completing work duties or knowingly giving false information on the application for hiring;
*Any attempt to commit fraud against Kalasko or any of its partners; including dishonesty in such matters as completing work duties or knowingly giving false information on the application for hiring;
*Giving or accepting bribes, to or from, those with whom Kalasko does business, or from individuals outside Kalasko or its partners.
*Giving or accepting bribes, to or from, those with whom Kalasko does business, or from individuals outside Kalasko or its partners.
*Holding and failing to declare at the relevant time to Kalasko or its partners' HR a pecuniary, personal, or family interest in matters of official business in other companies or Kalasko's which might affect or reasonably be interpreted by Kalasko as having affected an individual's impartiality of judgment in carrying out responsibilities to Kalasko or any of its partners;
*Holding and failing to declare at the relevant time to Kalasko or its partners' HR a pecuniary, personal, or family interest in matters of official business in other companies or Kalasko's which might affect or reasonably be interpreted by Kalasko as having affected an individual's impartiality of judgment in carrying out responsibilities to Kalasko or any of its partners;
*Unauthorized absence without due cause or persistent absence for whatever cause and persistent bad timekeeping;
*Unauthorized absence without due cause or persistent absence for whatever cause and persistent bad timekeeping;
*Unauthorized disclosure of confidential information or the publication of any information damaging to Kalasko or any of its partners' interests; or undertaking paid work detrimental to Kalasko or any of its partners' interests or work in competition with them;
*Unauthorized disclosure of confidential information or the publication of any information damaging to Kalasko or any of its partners' interests; or undertaking paid work detrimental to Kalasko or any of its partners' interests or work in competition with them;
*Sexual discrimination or harassment; or being incapable of work because of the influence of alcohol or drugs;
*Sexual discrimination or harassment; or being incapable of work because of the influence of alcohol or drugs;
*Physical assault on any contractor or person connected with Kalasko or any of its partners;
*Physical assault on any contractor or person connected with Kalasko or any of its partners;
*Failure to comply with safety measurements relevant to a contractor's duties and responsibilities including conduct likely to result, or actually resulting, in damage to property or injury to person/s or neglect of personal safety, or refusal to wear protective equipment or clothing;
*Failure to comply with safety measurements relevant to a contractor's duties and responsibilities including conduct likely to result, or actually resulting, in damage to property or injury to person/s or neglect of personal safety, or refusal to wear protective equipment or clothing;
*Conviction of a criminal offense that renders the contractor unsuitable to carry out their duties; or where the penalty imposed by a court of law for any offense makes it impossible or impracticable to continue employment.
*Conviction of a criminal offense that renders the contractor unsuitable to carry out their duties; or where the penalty imposed by a court of law for any offense makes it impossible or impracticable to continue employment.
General Workplace Principles
General Workplace Principles
Be considerate - Be professional - Be respectful.
Be considerate - Be professional - Be respectful.
Confidentiality
Confidentiality
"Confidential Information" means all non-public information in Kalasko and its partners’ possession, whether through internal or external development that might be of use to competitors or harmful to the financial stability or competitive position if disclosed, including but not limited to:
"Confidential Information" means all non-public information in Kalasko and its partners’ possession, whether through internal or external development that might be of use to competitors or harmful to the financial stability or competitive position if disclosed, including but not limited to:
* Personal data
* Personal data
* Financial and/or accounting data
* Financial and/or accounting data
* Clients data
* Clients data
* Business plans and their updates
* Business plans and their updates
* Potential business agreements, licenses, partnerships, accreditation, or other business deals
* Potential business agreements, licenses, partnerships, accreditation, or other business deals
* Marketing and sales information
* Marketing and sales information
* All other know-how trade secrets
* All other know-how trade secrets
Data Protection
Data Protection
Kalasko Inc. will retain personal details and other relevant information about contractors during the course of their employment. We may use the personal data in the conduct of our affairs, including, but not limited to:
Kalasko Inc. will retain personal details and other relevant information about contractors during the course of their employment. We may use the personal data in the conduct of our affairs, including, but not limited to:
* Administering and maintaining personnel records;
* Administering and maintaining personnel records;
* Paying and reviewing salaries, other remuneration, and benefits;
* Paying and reviewing salaries, other remuneration, and benefits;
* Providing and administering benefits;
* Providing and administering benefits;
* Undertaking performance reviews;
* Undertaking performance reviews;
* Maintaining sickness and other absence records;
* Maintaining sickness and other absence records;
* Taking decisions fit for work objectives;
* Taking decisions fit for work objectives;
* Providing references and information to future employers, if necessary.
* Providing references and information to future employers, if necessary.
Internet Use
Internet Use
Contractors working for any of Kalasko partners are expected to use the internet responsibly and productively. It is assumed that the predominant use of these resources will be for work use and that any personal use of electronic mail or the Internet will be limited; never a priority over work matters.
Contractors working for any of Kalasko partners are expected to use the internet responsibly and productively. It is assumed that the predominant use of these resources will be for work use and that any personal use of electronic mail or the Internet will be limited; never a priority over work matters.
Contractors may not download or use material from the internet or elsewhere in violation of software licenses, or the copyright trademark and patent laws.
Contractors may not download or use material from the internet or elsewhere in violation of software licenses, or the copyright trademark and patent laws.
Unacceptable use of the internet includes, but is not limited to:
Unacceptable use of the internet includes, but is not limited to:
* Access to sites that contain obscene, offensive, or otherwise illegal material;
* Access to sites that contain obscene, offensive, or otherwise illegal material;
* Sending or posting discriminatory, harassing, or threatening messages or images on the Internet or via work email service;
* Sending or posting discriminatory, harassing, or threatening messages or images on the Internet or via work email service;
* Using work computers to perpetrate any form of fraud, and/or software, film, or music piracy;
* Using work computers to perpetrate any form of fraud, and/or software, film, or music piracy;
* Sending or posting information that is defamatory to Kalasko, its partners, products/services, and/or personnel;
* Sending or posting information that is defamatory to Kalasko, its partners, products/services, and/or personnel;
* Introducing malicious software onto Kalasko or its partners' networks;
* Introducing malicious software onto Kalasko or its partners' networks;
* Sending or posting chain letters, solicitations, or advertisements not related to business purposes or activities of Kalasko or its partners;
* Sending or posting chain letters, solicitations, or advertisements not related to business purposes or activities of Kalasko or its partners;
* Passing off personal views as representing those of Kalasko or its partners.
* Passing off personal views as representing those of Kalasko or its partners.
Social Media Use
Social Media Use
Kalasko views social networking as a strictly personal activity unless your job description includes engaging in social networking for the specific purpose of promoting Kalasko or any of its partners.
Kalasko views social networking as a strictly personal activity unless your job description includes engaging in social networking for the specific purpose of promoting Kalasko or any of its partners.
Any posting to a public form, whether for personal use or if hosted by the company, must be consistent with the company’s policies and standards including confidentiality, discrimination, harassment and courtesy, and professionalism.
Any posting to a public form, whether for personal use or if hosted by the company, must be consistent with the company’s policies and standards including confidentiality, discrimination, harassment and courtesy, and professionalism.
Contractors should not identify themselves as representatives of the company. If you have listed the company as your employer, you have associated yourself with the company and as such you take responsibility for representing the company in a professional manner.
Contractors should not identify themselves as representatives of the company. If you have listed the company as your employer, you have associated yourself with the company and as such you take responsibility for representing the company in a professional manner.
Do not share confidential or proprietary information about Kalasko or its partners. This includes but is not limited to information about our sales, finances, strategies, planning, and any other information that has not been publicly released by them.
Do not share confidential or proprietary information about Kalasko or its partners. This includes but is not limited to information about our sales, finances, strategies, planning, and any other information that has not been publicly released by them.
Do not engage in behavior that will reflect negatively on the employer's reputation. This includes but is not limited to the use of copyrighted or plagiarized information.
Do not engage in behavior that will reflect negatively on the employer's reputation. This includes but is not limited to the use of copyrighted or plagiarized information.
Do not make recommendations or referrals of past or present contractors on social or business networking sites such as LinkedIn.
Do not make recommendations or referrals of past or present contractors on social or business networking sites such as LinkedIn.
Remember, you are responsible for anything you write or present online. The absence of, or lack of, explicit reference to specific sites does not limit the extent of the application of this policy. Where no policy or guideline exists, contractors should use their professional judgment and take the most prudent action possible. Consult with your manager if you are uncertain.
Remember, you are responsible for anything you write or present online. The absence of, or lack of, explicit reference to specific sites does not limit the extent of the application of this policy. Where no policy or guideline exists, contractors should use their professional judgment and take the most prudent action possible. Consult with your manager if you are uncertain.
Computer Use
Computer Use
Contractors who are provided with access to Kalasko or any of its partners' computer facilities assume responsibility for their appropriate use. Kalasko and its partners expect contractors to be careful, honest, responsible, and professional in their use of their computers and networks.
Contractors who are provided with access to Kalasko or any of its partners' computer facilities assume responsibility for their appropriate use. Kalasko and its partners expect contractors to be careful, honest, responsible, and professional in their use of their computers and networks.
Contractors are expected to abide by Kalasko's and any of its partners' rules and policies and to consult a manager prior to undertaking any activity that would appear to threaten the security or performance of any company’s IT infrastructure. Failure to do so may result in disciplinary action.
Contractors are expected to abide by Kalasko's and any of its partners' rules and policies and to consult a manager prior to undertaking any activity that would appear to threaten the security or performance of any company’s IT infrastructure. Failure to do so may result in disciplinary action.
The purpose of the policy is to protect Kalasko and any of its partners' information assets from all threats, whether internal or external, deliberate or accidental.
The purpose of the policy is to protect Kalasko and any of its partners' information assets from all threats, whether internal or external, deliberate or accidental.
Freelance Work/Side Jobs
Freelance Work/Side Jobs
In case a contractor undertakes additional work outside the scope assigned by Kalasko partner, they are required to inform their manager and their HR team in writing of the nature and hours needed on a weekly basis for this work.
In case a contractor undertakes additional work outside the scope assigned by Kalasko partner, they are required to inform their manager and their HR team in writing of the nature and hours needed on a weekly basis for this work.
Contractors may accept freelance projects/work or side jobs, provided that this additional work will not cause conflict or interfere with the contractor's duties, work schedule, adherence, or level of performance, or compete in any way with the Kalasko partner's business, or the pre-signed NDA.
Contractors may accept freelance projects/work or side jobs, provided that this additional work will not cause conflict or interfere with the contractor's duties, work schedule, adherence, or level of performance, or compete in any way with the Kalasko partner's business, or the pre-signed NDA.
Harassment Policy
Harassment Policy
Kalasko is committed to providing a work environment that is free from all forms of harassment, bullying, and intimidation.
Kalasko is committed to providing a work environment that is free from all forms of harassment, bullying, and intimidation.
Contractors should be aware that it is up to them to decide what behavior is unwelcome irrespective of the attitude of others to the matter. Allegations of harassment will be dealt with in an objective and sensitive manner and the utmost confidentiality will be preserved for both parties involved.
Contractors should be aware that it is up to them to decide what behavior is unwelcome irrespective of the attitude of others to the matter. Allegations of harassment will be dealt with in an objective and sensitive manner and the utmost confidentiality will be preserved for both parties involved.
Kalasko management and those in positions of authority will endeavor to:
Kalasko management and those in positions of authority will endeavor to:
*Provide a good example by treating all in the workplace with courtesy and respect;
*Provide a good example by treating all in the workplace with courtesy and respect;
*Promote awareness of this policy and complaints procedures;
*Promote awareness of this policy and complaints procedures;
*Respond sensitively to a contractor who makes a complaint under the policy;
*Respond sensitively to a contractor who makes a complaint under the policy;
Forms of Harassment:
Forms of Harassment:
Bullying - Undermining an individual or group through persistent negative attacks.
Bullying - Undermining an individual or group through persistent negative attacks.
Stalking - Involves provocation or pestering an individual, in person, in writing, using electronic formats, or on the telephone causing them distress or grief.
Stalking - Involves provocation or pestering an individual, in person, in writing, using electronic formats, or on the telephone causing them distress or grief.
Religious - Unacceptable behavior based on religious beliefs or practices.
Religious - Unacceptable behavior based on religious beliefs or practices.
Racial - Unacceptable behavior based on race or national origin; race, ethnicity, or skin color.
Racial - Unacceptable behavior based on race or national origin; race, ethnicity, or skin color.
Sexual Orientation - Behavior including name-calling, stereotyping, assault, verbal abuse, or unwanted disclosure of sexuality.
Sexual Orientation - Behavior including name-calling, stereotyping, assault, verbal abuse, or unwanted disclosure of sexuality.
Sexual Harassment - This includes physical and verbal forms of sexual harassment.
Sexual Harassment - This includes physical and verbal forms of sexual harassment.
Hostile Environment - Severe, pervasive, or persistent conduct, violence, intimidation, or retaliation causing substantial emotional distress & undermining the person’s ability to work, learn or participate in group activities.
Hostile Environment - Severe, pervasive, or persistent conduct, violence, intimidation, or retaliation causing substantial emotional distress & undermining the person’s ability to work, learn or participate in group activities.
Forms of harassment are not only limited to conduct at the workplace; actions outside the workplace will be also taken into account.
Forms of harassment are not only limited to conduct at the workplace; actions outside the workplace will be also taken into account.
Kalasko encourages all contractors, if they become aware of any violations or potential violations of the code of conduct, or have complaints or concerns, to promptly and directly report them to their Direct Manager or the Human Resources department.
Kalasko encourages all contractors, if they become aware of any violations or potential violations of the code of conduct, or have complaints or concerns, to promptly and directly report them to their Direct Manager or the Human Resources department.
Contractor Duties
Contractor Duties
Be aware of all of the organization’s policies that have been introduced through the onboarding program and are included in this portal.
Be aware of all of the organization’s policies that have been introduced through the onboarding program and are included in this portal.
All absences from work must be reported to your direct manager and the HR department on the first day of absence.
All absences from work must be reported to your direct manager and the HR department on the first day of absence.
At any company event, please remember that you are representing the company and should behave in a responsible and professional manner.
At any company event, please remember that you are representing the company and should behave in a responsible and professional manner.
It is important that all internal and external communication is undertaken in a courteous and professional manner.
It is important that all internal and external communication is undertaken in a courteous and professional manner.
Carry out your role in line with your job description and highlight any problems to your manager at the earliest opportunity.
Carry out your role in line with your job description and highlight any problems to your manager at the earliest opportunity.
Participate in training sessions where requested.
Participate in training sessions where requested.
Undertake all relevant administration duties, ensuring that appropriate records are kept.
Undertake all relevant administration duties, ensuring that appropriate records are kept.
Use all business equipment in a professional manner and report any damage to the appropriate person.
Use all business equipment in a professional manner and report any damage to the appropriate person.
Take part in the organization’s performance management process.
Take part in the organization’s performance management process.
Carry out any reasonable tasks requested by your manager or member of the management team.
Carry out any reasonable tasks requested by your manager or member of the management team.
The balance between your work and personal life is for the healthiest outcome.
The balance between your work and personal life is for the healthiest outcome.
Relationships at Work
Relationships at Work
Dating colleagues: If you start dating a co-worker, we expect you to maintain professionalism and keep personal matters outside the workplace. You are also obliged to respect your colleagues who are dating. We won’t tolerate sexual jokes, gossip, or inappropriate comments.
Dating colleagues: If you start dating a co-worker, we expect you to maintain professionalism and keep personal matters outside the workplace. You are also obliged to respect your colleagues who are dating. We won’t tolerate sexual jokes, gossip, or inappropriate comments.
Dating managers: To avoid accusations of favoritism, abuse of authority, or harassment, managers must not date their direct reports. Moreover, if you act as a hiring manager, you aren’t allowed to hire your partner to join your team. You can refer them for employment in other teams where you don’t have any managerial or hiring authority.
Dating managers: To avoid accusations of favoritism, abuse of authority, or harassment, managers must not date their direct reports. Moreover, if you act as a hiring manager, you aren’t allowed to hire your partner to join your team. You can refer them for employment in other teams where you don’t have any managerial or hiring authority.
*If you enter into a consensual relationship after you both become employed, you must declare your relationship to the HR department agreeing that you shall not allow this relationship to affect your job performance under any condition.
*If you enter into a consensual relationship after you both become employed, you must declare your relationship to the HR department agreeing that you shall not allow this relationship to affect your job performance under any condition.
Employment of relatives: To avoid acts of favoritism or conflict of interest, you must not be involved in a supervisory/ reporting relationship with a relative. Additionally, you cannot be a part of a hiring committee when a relative is interviewed for that position.
Employment of relatives: To avoid acts of favoritism or conflict of interest, you must not be involved in a supervisory/ reporting relationship with a relative. Additionally, you cannot be a part of a hiring committee when a relative is interviewed for that position.
*If you become related to a manager or direct report after you both become employed, we may have to transfer one of you to a different team or department.
*If you become related to a manager or direct report after you both become employed, we may have to transfer one of you to a different team or department.
Attendance Policy
Attendance Policy
Kalasko This policy is required in order to ensure optimal productivity and professionalism. As per the attendance policy, all employees are expected to report to work on time and maintain the satisfactory record of attendance. In case an employee is unable to attend, they are requested to inform their reporting manager within the first hour of the working hours.
Kalasko This policy is required in order to ensure optimal productivity and professionalism. As per the attendance policy, all employees are expected to report to work on time and maintain the satisfactory record of attendance. In case an employee is unable to attend, they are requested to inform their reporting manager within the first hour of the working hours.
Working Hours
Kalasko Inc. offices will be ready to accommodate you on a flexible-hour basis from 8:00 am to 8:00 pm, Sunday to Thursday.
Every contractor must fulfill a net total of 40 working hours per week, not including the daily one-hour lunch break.
Lunch break is from 01:00 pm to 02:00 pm from Sunday to Thursday.
All contractors are required to fulfill the total 40 working hours every week not including break time and devote their work time and attention to the business of the company as is necessary for the proper performance of their duties and tasks.
All contractors must be present to work during the core standard operation hours from 10:00 am to 04:00 pm.
All contractors must follow the internal attendance rules set for the sub-company they work for.
Working hours typically end from 04:00 pm to 07:00 pm.
Each contractor is responsible for aligning their preferred work start time with their supervisor, team’s objectives, and expected work outcome as long as the core working hours are met.
Some roles aren’t subject to flexible work arrangements; they will follow the normal working hours from 9:00 am to 5:00 pm (not including any breaks).
Customer-facing roles may need to request a change of their core hours temporarily in the event of engagement with customers in different time zones and upon obtaining the manager’s approval.
Definitions
● Absenteeism: Absenteeism may be defined as when contractors are not showing up for work due to reasons like tardiness, …etc. It does not include holidays, annual leaves, or any emergency situations. ● Absence: It may be defined as an occasion or period of being away from a place or person. Absence also means he/she who is not in that place in which he/she is seeking.
● Tardiness: It refers to coming in late, taking longer breaks then one is entitled to, or consistently leaving early without any reason. It can be explained further as more than 5 minutes late but less than 1 hour. Leaving early for the scheduled break, returning to work late after a scheduled break, or leaving early before closure of official work time.
● Attendance: The action or state of going regularly to or being present at a place.
● Break: It may be defined as the pause at work or during the time work is taking place.
● Weekly Working Hours: The number of hours every contractor should spend doing work to his company without being entitled to overtime pay.
● Presenters: It refers to being present at work beyond the scheduled time even when overtime is not required.
● Partial Absence: Arriving at work 2 hours late but missing less than 50% of scheduled workday.
● Excessive Absenteeism: It refers to the repeated occurrence or unscheduled absences or tardiness that is unrelated to approved time off.
The following will not be considered as an excuse as per the office attendance policy:
I. Waking up late.
II. Being late for personal reasons.
III. Bad weather.
IV. Holidays (leave requests) that have not been approved yet.
Good Attendance :
Contractor will have a good attendance record if the following conditions are met:
❖ Contractor is reporting for work consistently on time.
❖ Punctuality with fulfilling requested daily working hours.
❖ Staying at work during working hours.
❖ Breaks are only taken in the assigned timeline.
❖ Proper approval has been taken in the case of being absent or late.
❖ Being absent or late only for valid reasons. Additional Hours (Overtime Hours)
We highly encourage work-life balance and understand that continually working long hours results in diminishing returns, burnout, and attrition. Therefore, most positions are exempt from overtime pay.
Our contractors aren’t advised to work overtime and are required to use their 8 working hours per day as efficiently as possible to complete their work. However, on a very exceptional basis, employees that have efficiently used their 8 working hours may have to work extra hours due to business needs and the nature of their positions.
● Every 8 hours worked additional to the normal working hours will equal 1 day of PTO balance (compensatory leave) recorded and reported by the team’s lead \manager, counted 1 hour = 1 hour.
● On a monthly basis, an employee cannot receive more than 1 day of PTO balance (compensatory leave) as a result of the additional hours.
● Hours worked beyond the permitted extra 8 hours a month will be considered during your annual performance evaluation, application for a promotion, and/or the pay review cycle.
And therefore, it is recommended that you keep a record of these hours with your manager.
Employees are also expected to stay at work throughout the whole duration of their shift. Late arrivals, early departures, and any absences from scheduled hours will be deducted from the employee's allotted excuse hours or time-off balance.
- Extreme violations of these hours will be investigated by the HR department, and disciplinary actions may be taken on a case-by-case basis.
Excuse Hours
All full-time on-site/hybrid contractors are eligible for 4 hours as an excuse hour to be taken in case of any unforeseen circumstances that require the contractor to be late in arrival or leave early to handle personal circumstances.
If a contractor didn’t use their excuse hours during the month, it will be used to cover his tardiness in case he has tardiness cases reported.
Supporting Documents: Please refer back to Work Conditions (Hybrid, Remote, and On-site Policies)
Leaves Policy
Leaves Policy
Purpose: This document is to elaborate and outline the rules and possible procedures to help in defining the leaves types, number of leaves contractors with different work models are eligible to, and the required procedures to apply for leaves.
Purpose: This document is to elaborate and outline the rules and possible procedures to help in defining the leaves types, number of leaves contractors with different work models are eligible to, and the required procedures to apply for leaves.
Scope: All contractors who work with kalasko are eligible to the leave policy relevant to their work model (on-site, hybrid, or fully remote). Brief: All contractors are eligible to a certain number of days per year as paid time off.
Scope: All contractors who work with kalasko are eligible to the leave policy relevant to their work model (on-site, hybrid, or fully remote). Brief: All contractors are eligible to a certain number of days per year as paid time off.
These days are essential for them to take care of any issues they have, go on vacation, recover from an illness, deal with life events, or relax. Accordingly a certain guaranteed paid time off annual leaves balance is given to every contractor based on the rules and conditions for their job work model.
These days are essential for them to take care of any issues they have, go on vacation, recover from an illness, deal with life events, or relax. Accordingly a certain guaranteed paid time off annual leaves balance is given to every contractor based on the rules and conditions for their job work model.
Policy General Guidelines
Policy General Guidelines
● Leaves cannot be claimed as a matter of right. Any kind of leave can be also granted or refused depending on the company demands.
● Leaves cannot be claimed as a matter of right. Any kind of leave can be also granted or refused depending on the company demands.
● An employee shall not proceed on a leave until the leave request has been approved by the reporting manager.
● An employee shall not proceed on a leave until the leave request has been approved by the reporting manager.
● The company maintains the right to ask any/all employees to work during public holidays depending on business needs for double the rate of their pay per day.
● The company maintains the right to ask any/all employees to work during public holidays depending on business needs for double the rate of their pay per day.
● If an employee worked during public holidays based on his own personal request, it will be counted as normal working day with normal compensation for the rate pay or PTO replacement.
● If an employee worked during public holidays based on his own personal request, it will be counted as normal working day with normal compensation for the rate pay or PTO replacement.
● Leaves without approval will also be considered as leaves without pay.
● Leaves without approval will also be considered as leaves without pay.
● Leave of absence from work without proper approval will call for disciplinary action.
● Leave of absence from work without proper approval will call for disciplinary action.
● The calendar year for leaves is from January to December of each year which is calculated on a prorated basis depending on the end of your probation period during the year.
● The calendar year for leaves is from January to December of each year which is calculated on a prorated basis depending on the end of your probation period during the year.
● Employees will be eligible for Earned Leaves only after completion of probationary period. On confirmation, Earned Leaves for the period of probation will also be credited to the employee's account.
● Employees will be eligible for Earned Leaves only after completion of probationary period. On confirmation, Earned Leaves for the period of probation will also be credited to the employee's account.
● All leave records of the employees shall be maintained in the BambooHR database before they start their leaves.
● All leave records of the employees shall be maintained in the BambooHR database before they start their leaves.
● In order to request any type of leave, an employee needs to follow some simple steps:
● In order to request any type of leave, an employee needs to follow some simple steps:
➢ Check your eligibility and current balance.
➢ Check your eligibility and current balance.
➢ Get documented approval from your supervisor through email or Slack.
➢ Get documented approval from your supervisor through email or Slack.
➢ Submit a request with the exact leave type and duration needed on the BambooHR database.
➢ Submit a request with the exact leave type and duration needed on the BambooHR database.
➢ Make sure you provide sufficient notice to your request. For example, if one day is needed, the BambooHR leave request should be submitted at least two days ahead.
➢ Make sure you provide sufficient notice to your request. For example, if one day is needed, the BambooHR leave request should be submitted at least two days ahead.
● A maximum of 5 earned leave days (PTO) can be carried forward to next year.
● A maximum of 5 earned leave days (PTO) can be carried forward to next year.
● An employee can also avail paid leaves depending on their available leaves balance. Also, unpaid leaves can be availed when leaves balance is exhausted and the employee is in need of a leave after obtaining required approval from immediate manager, HOD, and the HR department.
● An employee can also avail paid leaves depending on their available leaves balance. Also, unpaid leaves can be availed when leaves balance is exhausted and the employee is in need of a leave after obtaining required approval from immediate manager, HOD, and the HR department.
● Weekends and any holidays lying between the sanctioned leave periods will be excluded and not counted as leave in case of casual and earned leave.
● Weekends and any holidays lying between the sanctioned leave periods will be excluded and not counted as leave in case of casual and earned leave.
● Leaves for the coming year cannot be availed in the current year.
● Leaves for the coming year cannot be availed in the current year.
● In case of a planned leave, it is the responsibility of the employee to apply for the leave in advance. However, in case of an unplanned leave the employee must regularize leave within 2 days of resuming his work.
● In case of a planned leave, it is the responsibility of the employee to apply for the leave in advance. However, in case of an unplanned leave the employee must regularize leave within 2 days of resuming his work.
● As a leave requester, you are obliged to follow up with your supervisor until the request is approved on BambooHR before your leave begins. Otherwise, it will be denied.
● As a leave requester, you are obliged to follow up with your supervisor until the request is approved on BambooHR before your leave begins. Otherwise, it will be denied.
● The employee’s supervisor must ensure the work deliverables of their team members requesting any type of leave are met and that their responsibilities are handed off during their absence.
● The employee’s supervisor must ensure the work deliverables of their team members requesting any type of leave are met and that their responsibilities are handed off during their absence.
● All contractors are entitled to a maximum of 18 fully paid official public holidays annually that the company announces their schedule at the start of each year.
● All contractors are entitled to a maximum of 18 fully paid official public holidays annually that the company announces their schedule at the start of each year.
Leave Types - Paid Time Off (PTO):
Leave Types - Paid Time Off (PTO):
➢ Annual (planned and emergency) leave
➢ Sick leave
➢ Bereavement leave
➢ Maternity leave
➢ Paternity leave
➢ Marriage leave
➢ Unpaid leave
1. Annual Leave “Planned and Emergency “ Planned Leave (Vacation): This type of leave refers to the time when a contractor wants to have some time off for travel, rest, vacation, or family time.
The balance for this type of leave will be accrued and credited on a monthly basis for contractors prorated from the hiring date. Casual/Emergency Leave: This is a type of paid leaves that contractors can use to handle unexpected events.
● It is different from regular leaves, as it doesn’t need to be pre-approved by the employee’s manager and it can’t be used all at one lump sum.
● A maximum of 2 consecutive days can be taken at once as a casual or emergency leave.
● A total of 6 days only can be used from the total annual leaves for the casual use.
Eligibility: All contractors are eligible to enjoy their leaves balance after the completion of their probation period which is a maximum of 6 months.
Entitlement:
FT on-site contractors:
★ Entitled for up- to 28 days of annual planned leaves.
FT hybrid contractors:
★ Entitled for 24 days of annual planned leaves.
Remote contractors:
★ Entitled for 15 days of annual planned leaves.
Planned Leave Procedures:
● Planned leaves have to be planned and approved prior to commencing a period of an annual leave with a sufficient period at least double the duration of the requested leave period if leave is not planned upfront at the beginning of the calendar year.
● It has to be at least discussed with the employee’s line manager and a verbal initial approval shall be obtained.
● A contractor has to check his available accrued balance on BambooHR before requesting any leave.
● If a contractor has enough leave balance , Contractor shall submit the leave request on BambooHR for documented approval from the manager & HR department.
● A maximum of 5 consecutive days (1 working week) at once can be requested for a planned leave.
● If a contractor plans his leave for more than 5 consecutive days , It’s his responsibility to check if the available accrual will cover the requested days before submitting his request. It is the manager \ Lead responsibility to review the contractor leave request and process his approval or rejection for the applied request based on business needs.
● It’s the manager's responsibility to adhere to the provisions of the relevant policy for annual leave before giving any approval.
● It’s the contractor's responsibility to follow up on his request status before he starts the holiday.
● Pre-planned and approved leaves can be canceled based on the business needs \ changes at the time of starting the holiday. The manager is responsible for informing the subordinate with sufficient time prior to his holiday’s date.
● If a contractor wishes to cancel the leave prior to the commencement of the leave, they are required to notify the direct manager and the HR via email.
● If a contractor submitted the leave request with a short notice it will be considered a casual leave not a planned one.
Casual \ Emergency leave Procedures:
● If an emergency arises for a contractor, He has to immediately submit the emergency leave request on BambooHR at most after 1 hour from the duty start time.
● Informing the line manager with the emergency leave is a must and it has to be through any agreed upon communication tool such as Slack, email or via phone if possible.
● The maximum balance to be used for the emergency leaves are only 6 days from the total annual leave balance.
● Maximum of 2 consecutive emergency leave days to be requested per one month.
● It’s the manager’s responsibility to guide his subordinates if they are abusing their leave balance on casual leaves (If a contractor leaves pattern is always with a short notice, The manager has to educate him about the leave planning rules).
PTO During the probation period
● During the first three months of employment, the new hire will receive 2 days of PTO per month on a prorated basis that they are eligible to use only in case of emergencies or sickness.
● At the end of the first three months of employment, the remaining PTO balance, if any, will be added to the prorated PTO balance.
Unused PTO Balance by December 31st
● A maximum of 5 PTOs are carried over to the next calendar year provided that they will expire permanently on March 31st of that new year if unused.
● A maximum of 3 PTOs are converted to financial compensation based on your December rate per day and added to your payslip if PTO's were unused due to business need.
2. Sick Leave :
● A contractor is entitled for a paid sick leave if he has a proven record of sickness from a doctor, Sick leaves are payable up to 15 days if the illness will prevent the contractor from carrying out their work duties and that there is a medical note confirming it.
In case the sickness of a contractor will exceed the permitted sick leave balance the below rules will apply:
● From day 16 to day 30, the contractor shall receive 70% of their pay.
● From day 31 to day 90, the contractor shall receive 50% of their pay.
● From day 91 to day 180, the contractor shall receive 30% of their pay.
● Contractors must notify their manager or HR of their absence due to illness on the same day no later than 11 am through Email or Slack or any agreed on communication tool.
● When managers are notified, they are responsible for informing HR until a BambooHR request is submitted.
● To submit a sick leave request on BambooHR, the contractor must attach a medical note from a physician inside the company’s medical insurance network or a reliable medical entity.
● The medical note must mention the diagnosis, the physician’s recommendation, and the number of calendar days needed until full recovery.
● In case of other severe cases exceptions could be handled individually after a careful consideration between the contractor , direct manager & HR Manager.
3. Maternity Leave and Breastfeeding:
● Female full-time contractors who spent 10 months or more with us are entitled to three months (90 Calendar days) of paid maternity leave for each child up to two children.
● Leave can start before or after childbirth
● After giving birth , Female contractors will have a daily one hour break for breastfeeding for the following 24 months of the date of birth.
4. Paternity Leave:
Male contractors who spent 10 months or more of employment are entitled to paid leave of 5 days on the occasion of a child birth.
5. Marriage leave:
Our contractors are entitled to 10 paid working days for marriage leave if they spent 10 months or more of employment. Contractor to apply for a marriage leave has to inform his immediate manager & submit his request to his manager & HR at least 30 to 20 days before the requested date.
6. Bereavement leave:
All contractors are entitled to a bereavement leave balance following the below scheme regardless of the work model a contractor follows:
● 5 Calendar days in case of losing a first - degree relative\ family member (Parents, siblings, spouses or children)
● 3 calendar days in case of losing a second degree family member (grandparents, aunts, uncles, cousins, parents in law, children in law).
● 1 calendar day in case of losing a friend or a co worker.
In the occasion of requesting a compassionate leave, Contractors must notify their supervisors or managers of their absence due to bereavement on the same day no later than 11 AM through any agreed upon communication tool.
7. Work from home:
Eligibility: Contractors who work with the ( on site & Hybrid ) work models are entitled for work from home options after completion of their probation period which is minimum 3 months and maximum of 6 months.
It varies based on the eligibility for each model as follows:
● On-site contractors: On a monthly basis each contractor who works with this model receives 7 WFH days including weekends & Holidays and it can’t be carried over to the following month if not used.
● Hybrid contractors: Can work away from office for a maximum of 15 days every month including weekends and holidays and it can’t be carried over to the following month if not used.
Supporting documents: Kalasko work models documents ( Hybrid work model & Onsite work model).
Equal Opportunity
Equal Opportunity
Kalasko Inc. is committed to ensuring that everybody is entitled to equal opportunities and that there is no discrimination on the grounds of gender, marital or family status, sexual orientation, religious belief, age, disability, or race at any stage of the recruitment process or in the terms and conditions offered.
Kalasko Inc. is committed to ensuring that everybody is entitled to equal opportunities and that there is no discrimination on the grounds of gender, marital or family status, sexual orientation, religious belief, age, disability, or race at any stage of the recruitment process or in the terms and conditions offered.
Kalasko Inc. will monitor the composition of its workforce in order to identify areas that may need positive action measures to promote equality and diversity.
Kalasko Inc. will monitor the composition of its workforce in order to identify areas that may need positive action measures to promote equality and diversity.
All aspects of employment will be covered within the principles of equal employment opportunities.
All aspects of employment will be covered within the principles of equal employment opportunities.
Fair Recruitment
Fair Recruitment
Recruitment Process
Recruitment Process
Job Description:
Job Description:
In collaboration with hiring managers, the HR department will develop an appropriate job description outlining the core prerequisites for the job and ensuring that there are no discriminative requirements.
In collaboration with hiring managers, the HR department will develop an appropriate job description outlining the core prerequisites for the job and ensuring that there are no discriminative requirements.
Screening: Matching the candidates' details to the requirements of the job consistently.
Screening: Matching the candidates' details to the requirements of the job consistently.
Testing: When necessary, selection tests will only relate to the unbiased job requirements.
Testing: When necessary, selection tests will only relate to the unbiased job requirements.
Interviewing: The process will not be based on assumptions and will only include relevant questions. It will be carried out by an inclusive panel assessing the candidates according to predefined criteria and leaving extensive comments for each.
Interviewing: The process will not be based on assumptions and will only include relevant questions. It will be carried out by an inclusive panel assessing the candidates according to predefined criteria and leaving extensive comments for each.
Open Door Policy
Open Door Policy
Kalasko values diversity and champions the fundamental principle of treating others with respect. The company is also committed to providing a safe work environment in which discrimination, harassment, and acts or threats of violence are not tolerated.
Kalasko values diversity and champions the fundamental principle of treating others with respect. The company is also committed to providing a safe work environment in which discrimination, harassment, and acts or threats of violence are not tolerated.
Kalasko expects its contractors to treat each other and those with whom they have business dealings with respect, honesty, integrity, and civility.
Kalasko expects its contractors to treat each other and those with whom they have business dealings with respect, honesty, integrity, and civility.
Kalasko ensures that when contractors deal openly and directly with line managers, the working environment is excellent, communications are clear, and attitudes are positive.
Kalasko ensures that when contractors deal openly and directly with line managers, the working environment is excellent, communications are clear, and attitudes are positive.
Kalasko demonstrates its commitment to staff by responding effectively to all concerns.
Kalasko demonstrates its commitment to staff by responding effectively to all concerns.
At Kalasko, you should treat everyone the way you wish to be treated yourself and show courtesy to your fellow colleagues. Discrimination of any form will not be tolerated.
At Kalasko, you should treat everyone the way you wish to be treated yourself and show courtesy to your fellow colleagues. Discrimination of any form will not be tolerated.
Kalasko operates practices that encourage open communications amongst its contractors. If at any stage you have an issue that you wish to raise with a manager, you are encouraged to do so.
Kalasko operates practices that encourage open communications amongst its contractors. If at any stage you have an issue that you wish to raise with a manager, you are encouraged to do so.
Grievance and Dispute Resolution Procedure
Grievance and Dispute Resolution Procedure
If you believe you are facing any form of harassment or would like to report an issue at work, the following procedures give you directions on how to approach such a situation.
All complaints will be taken seriously and the Company will try to follow all complaints through to resolution.
If you believe you are facing any form of harassment or would like to report an issue at work, the following procedures give you directions on how to approach such a situation.
All complaints will be taken seriously and the Company will try to follow all complaints through to resolution.
Informal Process is used where an offensive incident has occurred and the contractor approaches the perpetrator directly to advise them that their behavior is unwelcome/ unacceptable and requests them to stop. The complainant should inform the individual of the Company’s harassment policy and advise them that any further occurrence of this nature will result in a formal complaint.
Informal Process is used where an offensive incident has occurred and the contractor approaches the perpetrator directly to advise them that their behavior is unwelcome/ unacceptable and requests them to stop. The complainant should inform the individual of the Company’s harassment policy and advise them that any further occurrence of this nature will result in a formal complaint.
If you do not wish to approach the perpetrator directly, you can inform your Manager and request them to approach the perpetrator and outline the nature of the complaint & its impact on you. Where the perpetrator accepts the nature of the complaint, resolution of the problem may take place in a low-key manner. The Manager will agree with the individual on how their behavior should be modified and a follow-up meeting will be held to assess if the behavior has been modified in accordance with the discussion. Enough time needs to be allowed for the informal procedure and ongoing monitoring process to be successful.
If you do not wish to approach the perpetrator directly, you can inform your Manager and request them to approach the perpetrator and outline the nature of the complaint & its impact on you. Where the perpetrator accepts the nature of the complaint, resolution of the problem may take place in a low-key manner. The Manager will agree with the individual on how their behavior should be modified and a follow-up meeting will be held to assess if the behavior has been modified in accordance with the discussion. Enough time needs to be allowed for the informal procedure and ongoing monitoring process to be successful.
Formal Process is treated as a serious matter; it is hoped that most of the difficulties which might arise between contractors can be resolved without using a formal process, but through management guidance or facilitation.
Formal Process is treated as a serious matter; it is hoped that most of the difficulties which might arise between contractors can be resolved without using a formal process, but through management guidance or facilitation.
Stage 1: In the first instance, the complaint should be submitted to your manager. If your grievance is in respect of your manager, you should speak to their manager.
Stage 1: In the first instance, the complaint should be submitted to your manager. If your grievance is in respect of your manager, you should speak to their manager.
The relevant manager will investigate the complaint no later than 2 working days after receiving the complaint and will prepare a written report of the outcome with their recommendation for resolving the grievance. The recommendation for resolving the grievance should be endorsed by a higher management level or the HR department.
The outcome must be communicated to the employee no later than 5 working days after the investigation. Within 5 working days of receiving the investigation outcome, the employee may, if they feel that the grievance has not been resolved, appeal to the next level of management.
Stage 2: This second stage, the next level of management will review previous reports and investigate the incident no later than 5 working days after receiving the appeal and will prepare a written record after meeting with concerned parties and come up with a recommendation for resolving the grievance.
Stage 2: This second stage, the next level of management will review previous reports and investigate the incident no later than 5 working days after receiving the appeal and will prepare a written record after meeting with concerned parties and come up with a recommendation for resolving the grievance.
This written recommendation should be sent to the employee within 5 working days of the meetings. If the complaint remains unresolved the employee may appeal to the HR department within 5 working days of receiving the record to arrange for an additional meeting between all parties, stating in writing the grounds of the appeal in order to come up with a final resolution.
Disciplinary Actions are results of investigations and take place after the Manager has had an informal meeting with the contractor to explain where they are falling short and provide guidance on how to improve their work behaviors or performance.
Disciplinary Actions are results of investigations and take place after the Manager has had an informal meeting with the contractor to explain where they are falling short and provide guidance on how to improve their work behaviors or performance.
Formal Verbal Warning for minor complaints, first-time underperformance, or first-time misconduct. The warning will be placed on the contractor's personnel file and will be removed after 6 months if there are no further incidents.
Formal Verbal Warning for minor complaints, first-time underperformance, or first-time misconduct. The warning will be placed on the contractor's personnel file and will be removed after 6 months if there are no further incidents.
Written Warning for minor complaints, first-time underperformance, or first-time misconduct. The warning will be detailed with improvement expectations and their timeline; it will be placed on the contractor's personnel file and will be removed after 6 months if there are no further incidents.
Written Warning for minor complaints, first-time underperformance, or first-time misconduct. The warning will be detailed with improvement expectations and their timeline; it will be placed on the contractor's personnel file and will be removed after 6 months if there are no further incidents.
Final Written Warning for more repetition of complaints, misconduct, or unsatisfactory performance during a current warning period or a failure to improve or if the case is serious enough to warrant only 1 written warning, the employee will be given a final written warning directly. The warning will be placed on the contractor's personnel file and will be removed after 12 months if there are no further incidents.
Final Written Warning for more repetition of complaints, misconduct, or unsatisfactory performance during a current warning period or a failure to improve or if the case is serious enough to warrant only 1 written warning, the employee will be given a final written warning directly. The warning will be placed on the contractor's personnel file and will be removed after 12 months if there are no further incidents.
Dismissal for cases warranting dismissal or if previous levels of the warning procedure have been exhausted, the contractor may be dismissed without notice or pay in lieu of notice but only after consideration of other possible disciplinary action including (but without limitation to): Demotion, Loss of seniority or pay, Suspension without pay.
Dismissal for cases warranting dismissal or if previous levels of the warning procedure have been exhausted, the contractor may be dismissed without notice or pay in lieu of notice but only after consideration of other possible disciplinary action including (but without limitation to): Demotion, Loss of seniority or pay, Suspension without pay.
Offboarding Process
Offboarding Process
Whether it's a voluntary or involuntary leave, Kalasko arranges for a satisfactory off-boarding experience and wishes you the best of luck! Before emailing your decision, you should try to address any concerns you have/your leaving reasons with your direct manager and/or the HR department.
Whether it's a voluntary or involuntary leave, Kalasko arranges for a satisfactory off-boarding experience and wishes you the best of luck! Before emailing your decision, you should try to address any concerns you have/your leaving reasons with your direct manager and/or the HR department.
Notice Period is usually 60 calendar days, whether it's voluntary or not, and unless the contractor had performed any Gross Misconduct. You should email your notice as early as possible to your manager and the HR department.
Notice Period is usually 60 calendar days, whether it's voluntary or not, and unless the contractor had performed any Gross Misconduct. You should email your notice as early as possible to your manager and the HR department.
Exit Interview and Questionnaire are two important steps to collect necessary information & feedback on your employment period.
Exit Interview and Questionnaire are two important steps to collect necessary information & feedback on your employment period.
Work Handover is facilitated by the HR department through a Handover Planning Meeting but executed by the leaving contractor, their direct manager, and other stakeholder assigned. Contractors are responsible to finalize any handover needed with satisfying standards to their manager before they both sign the Handover Declaration Form.
Work Handover is facilitated by the HR department through a Handover Planning Meeting but executed by the leaving contractor, their direct manager, and other stakeholder assigned. Contractors are responsible to finalize any handover needed with satisfying standards to their manager before they both sign the Handover Declaration Form.
Assets Handover is facilitated by the HR department but executed by Operations & the leaving contractor during their last week upon the inspection of the assets returned & their working status. Contractors should return any assets submitted to them including, but not limited to, a laptop, a charger, a screen, a keyboard, a mouse, housing keys, their Gouna Card, medical insurance card, and Kalasko card. Contractors to bear the cost of any damages that might have taken place to any of the company assets. After returning the assets listed above and any other unlisted assets given by the company, the contractor and a representative from the Operations team will sign the Asset Handover Declaration form.
Assets Handover is facilitated by the HR department but executed by Operations & the leaving contractor during their last week upon the inspection of the assets returned & their working status. Contractors should return any assets submitted to them including, but not limited to, a laptop, a charger, a screen, a keyboard, a mouse, housing keys, their Gouna Card, medical insurance card, and Kalasko card. Contractors to bear the cost of any damages that might have taken place to any of the company assets. After returning the assets listed above and any other unlisted assets given by the company, the contractor and a representative from the Operations team will sign the Asset Handover Declaration form.
*Contractors shall receive their final pay, after deducting the utilities value, in the following week of the next pay date.
*Contractors shall receive their final pay, after deducting the utilities value, in the following week of the next pay date.
*Contractors not following the laid-out offboarding procedures put themselves at risk of not receiving their final paycheck in full or at all.
*Contractors not following the laid-out offboarding procedures put themselves at risk of not receiving their final paycheck in full or at all.
We understand that your welfare is an important factor in your work-life balance and has a direct impact on your productivity and ownership levels.
We understand that your welfare is an important factor in your work-life balance and has a direct impact on your productivity and ownership levels.
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