The document summarizes the HR policy of Leads Media Pvt. Ltd., a full-service advertising agency located in Nepal. It discusses the company's mission, organizational hierarchy, services offered, recruitment process, selection process, performance appraisal methods, leave policies, benefits, termination process, compensation, and grievance policies. It also outlines policies regarding health and safety, workplace violence, drug and alcohol use, harassment, and trainings. The overall purpose is to establish guidelines around human resource management and employee welfare.

1. HR Policy of
LEADS MEDIA PVT. LTD

2. 2
About Leads Media
Lead Media Pvt. Ltd (LMPL). is located in New Baneshwor, Kathmandu, Nepal.
It has been contributing in advertising sector since 2010. Leads media Pvt. Ltd. is a full-service
design house, advertising agency that has been creating innovative, cost-effective, media-
driven advertising campaigns for over 5 years. Within the short period of time we are able to
provide the multi services to various organization and satisfy them with our work and
assistance.
We handle both large and small accounts, for institutional advertisers, to brand names, to
direct response. We are personally involved in all phases of the marketing process and carefully
monitor the progress made by each of our clients.

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Table of Content
Mission, Vision and Values 4
Organizational Hierarchy 5
Our Services 6
Our Valuable Clients 7
What we do 9
Procedure 11
Corporate Culture 11
HR Practices of Leads Media 11
Code of conduct 11
Confidentiality 11
Conflict of Interest 11
Recruitment 12
Process of Recruitment 12
Sources of Recruitment 12
Recruitment Process for fresher 12
Medium for Recruitment Advertising 12
Selection Process of LM 12
Stages in selection process 13
Performance Appraisal Methods for LM 13
Working Conditions 13
Attendance 13
Hours of Operations 13
Leave Policy 14
Types of Leaves 14
Learning and development 14
Benefits and Eligibility 14
Termination 14
Compensation policy 15
Grievance Policy 15
Health and Safety Policy 15
Workplace Violence 16
Alcohol and Drug use Policy 16
Harassment/Discrimination 16
Provision 17
Trainings and Counseling 17

4. 4
Mission, Vision and Values

5. 5
OrganizationalHierarchy

6. 6

7. 7

8. 8

9. 9
What we do

10. 10

11. 11
Procedure
We offercomplete projectandbrandingsolutions,fromcampaignplanninganddesignthroughtoprint,
web,signage andmultimedia.We have agoodreputationforofferingqualityworkandhelpingclients
setand achieve theirmarketinggoals.OurMissionMissionStatement:LMPLCreative provides
comprehensive, marketleadingvisualcommunicationsolutionstoourclientsinthe areasof marketing,
advertisingandsafety,withconsistentexceptional service inaprompt,efficient,professional manner.
Corporate Culture
We endeavortocreate an ambience where ourpeople have the toolsandthe freedomtodelivertheir
commitmentsandgreatpride intheirwork.
Flexible timing,Nodresscode restriction,friendlyatmosphere,respectfor self-esteem,trustand greater
freedom,professional development.
HR Practice of Leads MediaPvt. Ltd.
Effective andEfficientHRpracticesare everymuchimportantforeveryorganization.
Human Resource ManagementinitiativesinanyOrganizationendeavortochange,redefine,revisit,
renew,reinvent,revitalize&restructure the organizationarchitecture.
Thiseffectivelydonewiththe helpalignment.
Code of Conduct
A code of conduct is a set of rules outlining the social norms and religious rules and responsibilities
of, or proper practices for, an individual, party or organization..
Confidentiality
The word “confidentiality” has both casual and legal meanings in the workplace and will have
different meanings throughout your professional career. In some instances, confidentiality refers to
not discussing internal goings-on with co-workers. In other instances, it refers to not sharing trade
secrets and other company information with competitors, the press or anyone outside of your
company.
Conflictof Interest
A conflict of interest is a situation in which a corporation or person with a vested interest in
a company becomes unreliable because of the clash between personal interests and
professional interests. An example of a conflict of interest would be a board member voting
on the induction of lower premiums for companies with fleet vehicles when he is the owner
of a truck company outside of the corporation. In relation to law, representation by a lawyer
or party with a vested interest in the outcome of the trial would be considered a conflict of
interest, and the representation would not be allowed.

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Recruitment
Organizational activitiesthatprovide apool of applicantsforthe purpose of fillingjobopenings.
It isa processto discoverthe sourcesof manpowertomeetthe requirementsof the staffingschedules
and to employthe effective measuresforattractingthatmanpowerinadequate numbersto facilitate
effectiveselectionof anefficientworkforce.
It isa processof searchingforprospective employees.
Stimulating&encouragingthemtoapplyforjobsinthe organization.
Processof Recruitment
Findingoutthe requirement(hiringvs.exit),
Upcomingvacancies,kindsof employeesneeded.
Developingsuitable techniquestoattractsuitable candidates.
Stimulatingasmanycandidatesaspossible.
Sources ofRecruitment
PresentEmployees
Educational andProfessionalInstitutions
PublicEmploymentOffices
Private employmentagencies
Employee Referrals
Advertisement
Walk-ins
Internetandsocial media
RecruitmentProcess for Fresher
Written/Aptitudetest
Group Discussion
Technical Interviews
HR Interviews
Mediumfor RecruitmentAdvertising
Television
Radio
Magazines
Newspapers
Internet(e.g.merojob.com, kumarijob.com,growthseller.cometc)
Directmail
SelectionProcessof LM
PreliminaryInterview
EmploymentInterview

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Reference andBackgroundAnalysis
JobOffer
EmploymentContract
Stages in selectionProcess
Stage 1 : ScreeningOf ApplicationForms.
Stage 2 : Test Includes:
Intelligence
Aptitude
Technical
Ability
Interest
Stage 3: SelectionInterview
Stage 4: SelectionDecision
Performance Appraisal Methodsfor LM
 Confidential report
 Essay evaluation
 Checklists
 Graphic ratingscale
 Creative design
 Behaviorallyanchoredratingscale
Workingconditions
Positive work environments are essential for workers' mental and physical well-being, but they aren't
created by accident. Good working conditions arise from values that the company views as
important to its mission, such as ensuring a manageable workload, and promoting two-way
communication through open office spaces and regular team meetings. Workers are also entitled to
a safe, hazard-free environment, whose requirements are spelled out under the U.S. Occupational
Health and Safety Act of 1970.
Attendance
Employees who show up for work on time more often than not and give proper notice of absences or
tardiness are practicing good attendance. Attendance as a work ethic includes sticking to work
schedules, being ready to start work on time, remaining on the job during the workday to complete
duties and limited use of leave. Attendance can be quantified and verified, and employers keep
employee attendance and leave records. When employers check references, they may ask about
attendance. The most qualified job applicant can lose out because of attendance problems. Poor
attendance says a candidate is insensitive to co-workers, unaccountable for his responsibilities and
uninterested in company success.
Hours of Operations
The standard hours of work for employees are either 8 hours a day (48 hours a week) or 8
hours a day. This is usually worked between 10:00 or 10:30 and 6:00, Sunday to Friday
inclusive. There is a paid 30-minute break in the afternoon

14. 14
Leave and Attendance
Leave Policy
Leave isearnedas soonas one joinsthe service,anddoesnotautomaticallybecomeadmissible.Itsets
out the varioustypesof leavesthatanemployee iseligibleforandoutlinesthe procedure fortaking
leave.Noleave canbe availedtill approvaltakenverballyfromthe concernedauthority.Allthe leaves
will be calculatedaccordingtothe NepaleseCalendarsstartingfromShrawan.
Types ofLeave
Keepingvariouspracticesinview,followingleaveruleshasbeenframed.The leave admissibilityin
respectof all the staff membersshall be asunder:
Casual Leave
SickLeave
MaternityLeave
PaternityLeave
MourningLeave
CompensatoryLeave
Leave withoutPay
Half Day Leave
Learning and development
Today’s workforces are designed for speed and flexibility. To achieve these goals, organizations are using
more part-time, project-based freelancers to supplement their internal staff. Our research at the Agile
Talent Collaborative reinforces findings from Accenture and other consulting and research firms: the use
of freelancers — or agile talents as we call them — is growing, and for reasons that go well beyond cost
efficiency. According to executives surveyed by the Collaborative, access to difficult-to-find technical or
functional expertise, speed, flexibility, and innovation are the top five drivers of using talent outside your
organization.
Benefitsand Eligibility
The general rule is that if an employer offers group health coverage to any full-time
employees, the employer must offer coverage to all full-time employees (defined as those
working 48 or more hours per week). The employer also has the option of offering coverage
to part-time employees (defined as those working 20 to 29 hours per week). If the employer
offers coverage to any part-time employees, all of them must be offered coverage. These
rules apply regardless of the medical condition of the employees. In other words, an eligible
employee can’t be denied coverage based on previous medical problems, otherwise known
as pre-existing conditions.

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Termination(Voluntary and Involuntary)
As an employer you'd rather think about hiring than firing, but sometimes terminations are a
necessary part of business. Create a Termination Letter to explain why you're ending an individual's
employment, and outline other details about the termination. This written record can help protect you
if any questions or legal issues arise regarding the termination.
CompensationPolicy
Salary
Employee salaryisdeterminedatthe time of interview. Salaryandallowancesshouldnotbe lowerthan
the minimumsalaryallocatedgovernment.
Salary Increment
The salary of any employeewillbe increase everyyearby5%.
Promotion Policy
ThisPolicy outlinesthe processandproceduresforgeneral employee inregardsof promotion.
GrievancePolicy
An employee grievance processprovidesthe employeeswithaconstructive waytovoice theirconcerns
so that theycan addressthe issuesbefore theybecome more of adistractioninthe workplace.
Resolvinganyconcernsalsoencouragesabetterculture inyouroffice.
If the employerdoesnotlistentoemploy,he/shewilllikelygolookingforsomeoneelse(other
employees) whowill listentothem.Often,thiscanleadtoincreasedgossipanddecreasedproductivity.
Theymay alsofile alawsuitagainstyourorganization.
Wheneveranemployee isunhappyaboutworkrelatedproblemsthenhe/she isstronglyencouragedto
talkto the immediatesupervisorinthe firstinstance.Anemployeeshouldbe allowedtogive reasonable
considerationtoanyissueswhichcan’tbe resolvedinformallyanddeal withthemfairlyand
consistently.
Health and safety Policy
Healthand safetyactstate that:It is the responsibility of eachemployee whileatworkto take
responsible care forhealthandsafetyof himself and otheremployee atwork that hisact shouldnot
harm other.It isresponsibilityof everyemployertoensure thatthe workplace issafe towork.
Healthand Safetyreferswithprotectingthe safety,healthandwelfare of employeesof anorganization
at the time of emergencysituations
Health and Safety includes:
Workplace Safety
Injuriesdue toaccidentwithinandoutside workplace
Fire Safety

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Personal ProtectiveEquipment
Anysituationswhichisnotcoveredabove buthas impactson employee’shealth,safetyandwelfare (For
thisdecisionfromPolicyCommitteerequired)
Workplace Violence
Workplace violence is any act or threat of physical violence, harassment, intimidation, or other
threatening disruptive behavior that occurs at the work site. It ranges from threats and verbal abuse
to physical assaults and even homicide. It can affect and involve employees, clients, customers and
visitors. Homicide is currently the fourth-leading cause of fatal occupational injuries in the United
States. According to the Bureau of Labor Statistics Census of Fatal Occupational Injuries (CFOI), of
the 4,679 fatal workplace injuries that occurred in the United States in 2014, 403 were workplace
homicides. However it manifests itself, workplace violence is a major concern for employers and
employees nationwide.
Alcohol and Drug Use Policy
Recognizingthe potential negativeeffectsof alcohol anddrugsonthe organization,inparticularthe
hazardsthat those individualswhoabuse alcohol and/ordrugspose tothemselves,theirco-workers,
and the general public,the Companyhasimplementedadrugand alcohol policy.Drugand alcohol
abuse isnot acceptable inthe workplace.The Companyacknowledgesitsobligationtotake all
reasonable stepstoensure the healthandsafetyof itsworkers.Thispolicyprovidesforthe testingof
employeesfordrug/alcoholabuse,assistingemployeeswhovoluntarilyseekhelpforproblemsrelating
to alcohol and/ordrugs,and educatingemployeesonthe dangersof drugand alcohol abuse.Thispolicy
may alsobe extendedtosubcontractors.
For the purposesof thispolicy,the followingare prohibited:
1. Beingimpairedbyalcohol/drugswhileatwork.
2. The possessionoruse of illicitdrugsonCompanypremises,atCompanyworksites,orinCompany
vehicles.
3. The presence inthe bodyof illicitdrugs(ortheirmetabolites) whileatwork.
4. Refusal tosubmitto drug/alcohol testing,failure toreporttoa Company-designatedfacilityfora
drug/alcohol test,ortamperingorattemptingtotamperwitha testsample.DisciplinaryAction
Employeeswhoviolatethe provisionsof thispolicyare subjecttodisciplinaryactionuptoand
includingterminationof employment.

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Harassment/Discrimination
Harassment/Discriminationisbehaviorthatisunwanted,unreasonable andoffensive tothe recipient,
whichcreatesan intimidation,hostileorhumiliatingworkenvironmentforthatperson.There are
varioustypesof harassmentwhichcanoccur at work,there can be basedon:
 Race,ethnicorigin,nationalityorskincolor
 Genderand/orsexual orientation
 Religiousorpolitical convictions
 Membershiporno-membershipof atrade union
 Disabilities, illness,sensoryimpairmentsorlearningdifficulties
 Age
This listisnotexhaustive Harassmentcanoccur betweenpeople of the same sex oropposite sex
Provision
Provisionof GroupAccidental Insurance of all employeestominimizerisk.
Healthand SafetyTeamshall defineagroupmembertovisitemployee’splace duringall crisis
mentionedabove.Welfare Fundshall be mobilizedforthe expensescoveredonit
Charge disciplinaryactiontothe personwhotriestoviolet/obstructthe HealthandSafetyPlanand
Rules
Provide updatedemployeesemergencycontactdetailstoconnectthemandtheirfamiliesimmediately.
HR Departmentshall review it toupdate the informationonatimelybasis
Trainings and Counseling
The managementenhanceshealthandSafetytrainingstothe employeesinordertominimize the
physical andpsychological risks.