Dismissal of Employment

Resignation (Voluntary dismissal)

• The advisable practice is to verbally discuss your plan to resign with your Engineering Manager/Line Manager or HR department first (not mandatory)
• The employee submits the official resignation over an email to HR (at  hr@kwanso.com ) & cc it to the Line Manager once they have communicated it verbally to their Manager
• HR will escalate it among the relevant stakeholders & acknowledge the resignation by responding to the email, HR will define the last working day of the employee
• HR reserves the right to gather information on the subject or inquire about the resignation (since sometimes HR would want to know the actual reasons for this & attempt to retain)
• It will be the employee's core responsibility to give sincere efforts to complete all the pending tasks bucket/clearing backlog as identified by the Engineering Manager/Line Manager & help transfer the work domain & knowledge to the assigned team member
• The employee has to submit the clearance form provided by HR after getting it signed by the relevant departments/individuals
• The Final Settlement Check or the Severance Package (if applied) will be given in the first 10 work days after payroll processing, in the form of an online bank transfer along with the Experience Letter & Income Tax Certificate only after successful clearance
• On the last working day, the employee attends the exit interview with HR after successfully completing the clearance process

Termination (Involuntary dismissal)

• The company, without prejudice to any remedy, which it may have against the employee, for the breach or non-observance of any of the provisions of the job agreement (non-disclosure/non-compete)
• The employee found involved directly or indirectly in any misconduct, fraudulent activities, theft, or breach of confidentiality in work, violating or contradicting with clause(s) under the job agreement (non-disclosure/non-compete agreement)
• The constant failure to carry out or non-performance of duties properly & showing no improvements after completing the performance improvement plan

Dismissal Regulations

• All confirmed employees are required to give one month's notice or forfeit a month’s salary in lieu of giving the notice. Discretion rests with the management regarding any relaxation in the period of notice.
• Employees on probation are required to give up to two calendar weeks.
• The employee has to hand over any equipment, devices, code, data, reports, blueprints, proposals, lists, correspondence, materials, other documents or proprietary, cloning/reproduction of any aforementioned items belonging to Kwanso’s Intellectual Property, its subsidiaries, affiliates, partners, clients, successors or assignees (together as a Company), official account credentials (if required), drawer keys, internet device, source code, and hardware-related items to the line manager and HR/Admin respectively.
• An employee shall not be entitled to avail any kind of leave during the notice period, except for critical emergency situations. Such leaves will be availed after the line manager and HR’s mutual approval.
• The employee will not, at any time after the end of services, represent or claim to be still under any official command or rank with the company.

Settlements