Moiret Playbook – Executive Compliance Edition

Last Updated: 09-08-2025
Mandatory for: All Employees, Interns, Contractors & Executives
Enforced By: Compliance & HR Governance

1. Welcome Message from Leadership

"Welcome to Moiret, where performance is a standard, not a goal. Each team member is held accountable for protecting our brand, clients, data, and people. This Playbook is not guidance—it is enforceable corporate policy. All employees are required to comply with every clause. Non-compliance may result in formal disciplinary action, including dismissal or legal escalation."
— Executive Management Board

2. Company Vision, Mission & Values

• Vision: To be India’s most secure and trusted commerce tech ecosystem.
• Mission: Deliver resilient, regulation-compliant, and client-first digital services.
• Values:
  • Discipline and accountability above convenience.
  • Zero compromise on compliance.
  • Ownership, speed, and long-term thinking.
  • Ethics and enforcement at every level.
  • Diversity is not optional—it is policy.

3. Employment Terms & Work Types

• Precondition: No employee or intern may commence work without a valid signed contract vetted by HR Legal.
• Types: Full-time, part-time, fixed-term, consultant, remote.
• Probation: 90 days minimum. Automatic conversion is prohibited. Must undergo documented performance review.
• Dual Employment: Strictly prohibited. Discovery will lead to termination and legal notification.
• Verification: Background checks are mandatory. Non-cooperation results in offer withdrawal or termination.

4. Code of Conduct & Ethics

• All personnel are required to digitally acknowledge and sign Moiret’s Code of Conduct & Business Ethics annually.
• Conflicts of interest must be disclosed proactively. Withholding known risks is grounds for formal investigation.
• Gifts, hospitality, or business favors above INR 1,000 must be reported. Anything undisclosed will be treated as a violation.
• Enforcement: All violations are investigated by the Ethics Compliance Team. HR will escalate repeat violations to senior management and legal counsel.

5. Equal Opportunity, Diversity & Inclusion (EODI)

• Zero Tolerance Policy: Discrimination or bias in hiring, pay, promotion, or collaboration based on caste, gender, religion, age, disability, or sexual orientation is a breach of corporate policy.
• Mandatory EODI Training: All employees must complete annual inclusion training. Non-compliance may affect appraisal eligibility.
• Escalation Path: Discrimination complaints go directly to EODI@moiret.com for confidential handling by an impartial team.

6. Workplace Harassment Prevention (POSH)

• Moiret complies with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
• Mandatory Training: Every employee must attend POSH training within 30 days of joining and renew annually.
• Internal Complaints Committee (ICC): Functions independently. Immediate suspension during inquiry is allowed if misconduct is verified.
• Anonymous reporting available via posh@moiret.com.

7. Compensation, Benefits & Rewards

• Pay is performance-driven and benchmarked annually.
• Performance-linked bonuses are based on multi-rater input and not subject to negotiation.
• Misrepresentation of timesheets, outputs, or billing is considered payroll fraud. Discovery will trigger audit and dismissal.
• Unauthorized disclosure of salary details is a disciplinary offense.

8. Leave & Time-Off Policy

• All leave requests must be made via the HRMS and approved in writing.
• Emergency Leave: Requires post-facto justification within 48 hours.
• Unused leave must be documented; carry forward is capped.
• Leave Fraud: Providing false medical or personal reasons for leave will lead to leave deduction, show-cause notice, or possible dismissal.

9. Remote & Hybrid Work Guidelines

• Work-from-home is permitted under defined policy and approval only.
• VPN usage, system activity, and log time are actively monitored.
• Use of personal devices for company work is prohibited without written exception.
• Repeated unresponsiveness during business hours is grounds for disciplinary action.

10. Performance & Career Development

• All employees must undergo documented quarterly check-ins with their reporting manager.
• Low performance for two consecutive quarters triggers a Performance Improvement Plan (PIP). Continued underperformance post-PIP leads to separation.
• Appraisal cycles include 360° feedback and are validated by the HR Audit Team.

11. Training, Learning & Growth

• All managers must nominate direct reports for at least one technical and one behavioral training every six months.
• Failure to complete assigned compliance or skill training within deadline results in manager alert and flag in HR file.
• Abuse of learning reimbursements or false claims will trigger recovery action.

12. IT Usage & Cybersecurity Policy

• Company data must only be accessed from Moiret-authorized devices.
• Password sharing, unauthorized USB usage, and data transfer to personal cloud storage is a Class A Violation.
• All employees must complete cyber hygiene training quarterly.
• Breach of data protocols is reportable to CERT-In and may trigger third-party audit.

13. Confidentiality & IP Protection (NDA Policy)

• All employees must sign a digital Non-Disclosure Agreement (NDA) before system access is provided.
• Sharing of client data, internal IP, or proprietary tech—even unintentionally—is treated as gross misconduct.
• NDA violations are legally actionable and can lead to criminal complaint under the IT Act.

14. Grievance Redressal & Dispute Resolution

• Employees must first report concerns to HRBP or grievance@moiret.com.
• Unresolved issues may be escalated to the Internal Grievance Committee.
• All grievances are to be logged within 15 working days of occurrence.
• Frivolous or malicious complaints will result in disciplinary action.

15. Exit Process & Offboarding

• Notice Period: 30–90 days depending on grade. Buyout requires leadership approval.
• Exit interviews are mandatory and part of your final clearance checklist.
• All digital and physical assets must be returned within 24 hours of final working day.
• F&F will be processed within 30 working days post-clearance.

Final Note

"At Moiret, compliance is not a formality—it’s a foundation. This playbook is legally binding as part of your employment documentation. Violation of any clause may be grounds for disciplinary action, up to and including termination or legal action."