The document outlines the Code of Conduct for employees at SRJ Info Jana Systems Pvt Limited, emphasizing ethical behavior, compliance with laws, and professional conduct. It covers key areas such as workplace environment, use of company resources, confidentiality, social media guidelines, and disciplinary measures for policy violations. Additionally, it details expectations around work hours, dress code, visitor policies, and internet usage to maintain a productive and safe workplace.

1. CODE OF
CONDUCT
A Code of Conduct provides a framework for ethical behavior and
professional standards within an organization or profession. It
serves as a guide for individuals to navigate various situations and
uphold the values and integrity of their role or organization.
Here's a general template for a Code of Conduct that you might
find useful, adaptable to different contexts:

2. SYNOPSIS
• Introduction
• Ethical Behavior
• Compliance with laws & Regulations
• Confidentiality
• Professional conduct
• Workplace Environment
• Use of company resources
• Social media & public statements
• Compliance & enforcement
• Hours of work
• Food & beverages at work station
• Dress code
• Visitors at work place
• Violation of company policy
• User & access priveleges
• Internet usage
• Attendance

3. INTRODUCTION
This Code of Conduct outlines the standards of behavior
expected of all employees of SRJ Info Jana Systems Pvt
Limited. Our commitment to ethical conduct and
professionalism is fundamental to our success and reputation.

4. ETHICAL BEHAVIOUR
• Integrity: Act with honesty and integrity in all interactions. Avoid
conflicts of interest and disclose any potential conflicts.
• Transparency: Communicate openly and transparently. Ensure that
all communications and actions are clear and truthful.
• Respect: Treat all individuals with respect and dignity. Foster an
inclusive environment where everyone feels valued and heard

5. COMPLIANCE WITH LAWS &
REGULATIONS
• Legal Compliance: Adhere to all applicable laws,
regulations, and company policies. Ensure that your actions
and decisions are lawful and ethical.
• Reporting Violations: Report any illegal or unethical
behavior promptly. Follow the established procedures for
reporting violations of this Code.

6. CONFIDENTIALITY
• Privacy: Protect confidential information from
unauthorized disclosure. This includes client data,
company information, and proprietary knowledge.
• Data Security: Use secure methods to handle and
store sensitive data. Follow company policies
regarding data protection and cybersecurity.

7. PROFESSIONAL
CONDUCT
• Competence: Maintain and enhance your professional skills and
knowledge. Provide services or perform duties to the best of
your ability.
• Responsibility: Take responsibility for your actions and
decisions. Ensure that your conduct reflects positively on the
organization.
• Conflict Resolution: Address conflicts constructively and
professionally. Seek resolution through appropriate channels and
avoid escalation.

8. WORKPLACE
ENVIRONMENT
• Harassment: Maintain a workplace free from harassment and
discrimination. Report any incidents of harassment or
discrimination immediately.
• Safety: Adhere to all safety policies and procedures. Report any
unsafe conditions or practices to ensure a safe working
environment.

9. USE OF COMPANY
RESOURCES
• Proper Use: Use company resources, including time, equipment,
and funds, responsibly and for their intended purposes.
• Personal Use: Limit personal use of company resources to avoid
conflicts with job responsibilities and productivity.

10. SOCIAL MEDIA & PUBLIC
STATEMENTS
• Representation: When speaking on behalf of the
organization, ensure that statements are accurate and
reflect the organization’s values.
• Personal Use: Be mindful of how personal social
media activity could impact the organization’s
reputation. Avoid making statements that could be seen
as representing the organization unless authorized.

11. COMPLIANCE &
ENFORCEMENT
• Adherence: All employees are expected to adhere
to this Code of Conduct. Failure to comply may
result in disciplinary action.
• Review: This Code will be reviewed periodically
and updated as necessary to ensure its effectiveness
and relevance.

12. HOURS OF
WORK
• Working hours will differ from department to department. Employees
may be required to work different work hours under special
circumstances. This will be defined by the respective Function Head
and approved by HR.
• Employee’s immediate reporting manager is to be consulted for
queries on working hours or for any changes required.
• Employees are allowed a half an hour lunch break.
• Employees can avail a tea break for a maximum of 10 minutes twice a
day. Employee are requested to adhere to the break policy.

13. FOOD & BEVERAGES AT WORK
STATIONS
• Employees are advised not to consume food and beverages at
your work station. We seek your cooperation to keep your work
areas neat and clean.
• You will be provided with Beverages and snacks.
Coffee, Tea and Snacks will be made available on all
The working days at the designated pantry.

14. DRESS
CODE
• INFOGNANA has adopted a “Business Casuals”
dress code. “Business Casuals” will be allowed
on all working days of the week, Saturdays and
in case an employee is required to work on a
weekly / public holiday.
• Employees are encouraged to take pride in their
appearance. As they represent the company to the
outside world.

15. VISITORS AT
WORKPLACE
• To provide for the safety and security of employees, visitors,
and the facilities at INFOGNANA, only authorized visitors are
allowed in the workplace.
• Restricting unauthorized visitors helps ensure security,
decreases insurance liability, protects confidential information,
safeguards employee welfare, and avoids potential distractions
and disturbances.
• All visitors must enter through the main reception area and
receive a “Visitor Pass” at the front desk. Every employee should
ensure to restrict their personal visitors to the reception area as
they would not be allowed inside the office for any reason.

16. VIOLATION OF COMPANY POLICY
Company reserves the right to terminate an employee without notice, if an employee is found guilty of gross misconduct.
Examples of the kind of behavior which could constitute gross misconduct include:
• Tailgating after two level of warning given to the respective users
• theft, misappropriation, misuse or unauthorized use of company premises or property
• fraud, deceit, deception or dishonesty including falsification of Company records
• a serious breach of agreed Company policy/procedures
• violent, offensive or other intimidating conduct or language
• sexual, racial or other unlawful harassment, for example, on grounds of sexual orientation, religious belief or
disability
• incapacity at work through the use of alcohol or drugs
• conduct that constitutes a criminal offence, whether committed on Company premises or elsewhere
• inappropriate use of the internet, telephone or email, for example access to restricted sites (see Communications
policy)
• action likely to cause injury or impair safety
• failure to respect confidentiality of information
• undertaking work detrimental to or in conflict with Company’s interests
• failure to comply with a reasonable instruction
• Misconduct so incompatible with the employee’s duties and responsibilities, that their continued presence within the
organization is unsupportable.
This list is not exhaustive.
Termination decisions will be made in consideration of all the facts in consultation with HR and records of all such incidents
will be placed in the employee’s personnel file.

17. USER & ACCESS PRIVILEGES
• Every user is given only user access privileges. The user cannot change the desktop background;
install/uninstall software or any programs, change IP Address of the machine, etc. The user is not given
any privileges to change the desktop background on his/her machine.
• Its mandatory that users are sole responsible for any data leakage, data deletion from their respective
accounts.
• Users are requested to lock their systems and not to share the password to any other user’s which is
clearly considered to be violation of the policy.
• Whenever there is a change in role of an individual, the access rights will be reviewed and new access
rights will be provided depending upon new role and responsibilities as determined by the role being
played by the person. All changes will be made on the intimation of the concerned Department head.
• Whenever the user forgets the password, the system administrator shall change the password for the
user through the System Administration login based on a request from the user via e-mail. The Regional
Service Delivery Manager/System administrator receives a mail from the HR Department for deletion of
e-mail ID. Also, the RSDM has to acknowledge the NDC after which the user login ID & password are
deleted from the server.

18. INTERNET
USAGE
• Internet access is for the purpose of increasing productivity
and learning of individuals. Surfing the internet or wandering
away from your business objective is not a productive or
acceptable use of this tool. This misuse can connect you to
web sites that may contain programs that appear harmless, but
could cause damage to INFOGNANA systems.
• Beware Internet use is subject to monitoring and you should
have no expectation of privacy while using INFOGNANA-
provided equipment.

19. ATTENDANCE
• Kindly ensure to use access card for your attendance, in case of
ID card missing or forgotten to bring your ID card make sure to
intimate to department heads and HR’s immediately if not your
entry from TIDEL gate will be blocked and you will not be
permitted until official notification from Admin department to
TIDEL Security. Maintaining proper attendance and database of
individual is mandatory for statutory requirements.
• In case of any Tail Gating first level of verbal warning will be
given to the respective users alongside with warning email if still
user repeats the same will lead to disciplinary actions.