Terms and Condions for Employees
Future Bound Tech Soware Soluons
Table of Contents
1. Introducon and Company Overview
2. Scope and Applicability
3. Employment Terms
4. Code of Conduct
5. Intellectual Property Rights
6. Use of Company Resources
7. Performance Expectaons and Evaluaons
8. Leave Policies
9. Workplace Safety and Health
10. Informaon Security
11. Social Media and External Communicaons
12. Travel and Expense Policy
13. Professional Development
14. Disciplinary Procedures
15. Grievance Procedures
16. Terminaon of Employment
17. Non-Compete and Non-Solicitaon
18. Dispute Resoluon
19. Amendments to Terms and Condions
20. Acknowledgment and Acceptance
1. Introducon and Company Overview
Future Bound Tech Soware Soluons (hereinaer referred to as “the Company”) is a dynamic
startup dedicated to creang innovave soware applicaons, websites, and mobile apps. As we
embark on this excing journey of growth and technological advancement, we recognize that our
employees are our most valuable asset. This document outlines the terms and condions of
employment, seng clear expectaons and guidelines to foster a producve, creave, and
harmonious work environment.
1.1. Company Mission
Our mission is to revoluonize the soware industry by delivering cung-edge soluons that
empower businesses and individuals to thrive in the digital age.
1.2. Company Values
• Innovaon: We constantly push the boundaries of what’s possible in soware development.
• Integrity: We conduct our business with the highest ethical standards.
• Collaboraon: We believe in the power of teamwork and open communicaon.
• Customer-Centric: Our clients’ success is our success.
• Connuous Learning: We encourage personal and professional growth.
2. Scope and Applicability
2.1. These terms and condions apply to all employees of Future Bound Tech Soware Soluons,
regardless of their posion, role, or employment status (full-me, part-me, or contractual).
2.2. By accepng employment with the Company, all employees agree to abide by these terms and
condions, as well as any future amendments or addions.
2.3. These terms and condions should be read in conjuncon with the employee handbook, which
provides more detailed informaon on company policies and procedures.
2.4. In case of any conict between these terms and condions and any applicable laws or
regulaons, the laer shall prevail.
3. Employment Terms
3.1. Probaon Period
a) All new employees will undergo a probaon period of 45 days from the date of joining.
b) During this period, the Company will evaluate the employee’s performance, skills, and cultural t.
c) The Company reserves the right to extend the probaon period or terminate employment if the
employee’s performance is unsasfactory.
d) During the probaon period, either party may terminate the employment with one week’s noce.
e) Successful compleon of the probaon period will be communicated in wring to the employee.
3.2. Work Hours and Locaon
a) Standard work hours are 10:00 AM to 5:00 PM, Monday through Friday, with a one-hour lunch
break.
b) Employees may be required to work addional hours based on project needs and deadlines.
c) The Company may implement exible working hours or remote work policies at its discreon.
d) Employees are expected to be punctual and adhere to the agreed-upon work schedule.
e) Any changes to regular work hours must be approved by the employee’s immediate supervisor.
3.3. Compensaon and Benets
a) Salary will be paid monthly, on or Aer the 15th day of each month.
b) The Company may oer a comprehensive benets package, including health insurance, rerement
plans, and paid me o, as per the employee handbook.
c) Performance-based bonuses and salary revisions will be conducted annually based on individual
and company performance.
d) The Company may oer stock opons or other equity-based compensaon to eligible employees
as per the Company’s equity incenve plan.
e) All compensaon and benets are subject to applicable taxes and deducons as per local laws.
3.4. Employee Classicaon
a) Full-me employees: Those who work a standard 40-hour workweek and are eligible for all
company benets.
b) Part-me employees: Those who work less than 40 hours per week and may be eligible for pro-
rated benets.
c) Contract employees: Those hired for a specic project or me period, typically not eligible for
company benets.
d) Interns: Students or recent graduates engaged for a xed period to gain work experience.
3.5. Aendance and Time Tracking
a) Employees are required to maintain accurate records of their work hours using the Company’s
designated me tracking system.
b) Regular aendance is crucial for job performance and team collaboraon.
c) Employees must nofy their supervisor as soon as possible in case of absence or delay.
d) Excessive absenteeism or tardiness may result in disciplinary acon.
4. Code of Conduct
4.1. Professional Behavior
a) Employees are expected to maintain a high standard of professional conduct at all mes.
b) Discriminaon, harassment, or bullying of any kind will not be tolerated.
c) Employees must treat colleagues, clients, and partners with respect and courtesy.
d) Any form of violence, threats, or inmidaon is strictly prohibited and may result in immediate
terminaon.
e) Employees should dress appropriately for their role and adhere to any specic dress code
guidelines provided by the Company.
4.2. Condenality and Data Protecon
a) Employees must maintain strict condenality regarding the Company’s proprietary informaon,
trade secrets, and client data.
b) All employees are required to sign a Non-Disclosure Agreement (NDA) as part of their employment
contract.
c) Unauthorized disclosure of condenal informaon may result in immediate terminaon and legal
acon.
d) Employees must comply with all data protecon laws and regulaons applicable to their work.
e) Any suspected data breach or security incident must be reported immediately to the IT
department.
4.3. Conict of Interest
a) Employees must avoid any situaon that may create a conict of interest with the Company.
b) Any potenal conicts must be disclosed to the HR department immediately.
c) Employees are prohibited from engaging in any business acvies that compete with the
Company’s interests.
d) Accepng gis or favors from clients, suppliers, or competors that may inuence business
decisions is not allowed.
e) Employees must not use their posion within the Company for personal gain or to benet friends
or family members.
4.4. Substance Abuse and Workplace Safety
a) The use, possession, or distribuon of illegal drugs on Company premises is strictly prohibited.
b) Employees are not permied to work under the inuence of alcohol or drugs.
c) Smoking is only allowed in designated areas outside the Company premises.
d) Employees must comply with all safety regulaons and report any unsafe condions or accidents
immediately.
e) The Company reserves the right to conduct drug tests if there is reasonable suspicion of substance
abuse aecng work performance.
5. Intellectual Property Rights
5.1. All work produced by employees during their employment, including but not limited to soware
code, designs, and documentaon, is the sole property of the Company.
5.2. Employees agree to assign all intellectual property rights to the Company for any work-related
creaons.
5.3. The Company retains the right to use, modify, and commercialize any intellectual property
created by employees during their tenure.
5.4. Employees must disclose any invenons, improvements, or discoveries related to the Company’s
business, whether patentable or not.
5.5. Upon terminaon of employment, employees must return all documents, data, and materials
containing intellectual property or condenal informaon.
5.6. The obligaons regarding intellectual property rights survive the terminaon of employment.
6. Use of Company Resources
6.1. Employees are responsible for the proper use and care of Company-provided equipment and
resources.
6.2. Company resources, including internet and email, should be used primarily for work-related
purposes.
6.3. The Company reserves the right to monitor the use of its resources to ensure compliance with
policies.
6.4. Employees must not use Company resources for illegal acvies, personal gain, or in a manner
that could damage the Company’s reputaon.
6.5. Any loss, damage, or the of Company property must be reported immediately.
6.6. Upon terminaon of employment, all Company property must be returned in good condion.
6.7. Employees are prohibited from installing unauthorized soware on Company devices without
approval from the IT department.
7. Performance Expectaons and Evaluaons
7.1. Employees are expected to meet or exceed performance standards set by their managers.
7.2. Regular performance evaluaons will be conducted to assess employee progress and idenfy
areas for improvement.
7.3. Poor performance may result in performance improvement plans, or in severe cases,
terminaon of employment.
7.4. Employees are encouraged to seek feedback regularly and take iniave in their professional
development.
7.5. The Company uses a goal-seng framework (e.g., OKRs or KPIs) to align individual and team
objecves with company goals.
7.6. Managers are responsible for providing clear expectaons, regular feedback, and support to
their team members.
7.7. Exceponal performance may be recognized through various means, including bonuses,
promoons, or other incenves.
8. Leave Policies
8.1. Employees are entled to paid me o as per the Company’s leave policy, detailed in the
employee handbook.
8.2. All leave must be approved in advance by the employee’s immediate supervisor.
8.3. Unauthorized or excessive absences may result in disciplinary acon.
8.4. Types of leave include:
a) Annual leave
b) Sick leave
c) Parental leave
d) Bereavement leave
e) Public holidays
8.5. Unused annual leave may be carried forward to the next year, subject to a maximum limit as
specied in the employee handbook.
8.6. The Company observes all statutory public holidays. Employees required to work on public
holidays will be compensated as per applicable labor laws.
8.7. Extended unpaid leave may be granted in exceponal circumstances, subject to management
approval.
9. Workplace Safety and Health
9.1. The Company is commied to providing a safe and healthy work environment for all employees.
9.2. Employees must comply with all safety regulaons and guidelines provided by the Company.
9.3. Any workplace hazards or potenal safety issues must be reported immediately to the
designated safety ocer.
9.4. Regular safety training and drills will be conducted to ensure employee preparedness for
emergencies.
9.5. In case of an accident or injury at work, employees must seek immediate medical aenon and
report the incident to their supervisor.
9.6. The Company provides ergonomic equipment and guidelines to promote employee health and
prevent workplace injuries.
9.7. Employees are encouraged to take regular breaks and maintain a healthy work-life balance to
prevent burnout.
10. Informaon Security
10.1. Employees must adhere to the Company’s informaon security policies and procedures at all
mes.
10.2. Strong passwords must be used for all Company accounts and systems, and these should be
changed regularly.
10.3. Employees must not share their login credenals with anyone, including colleagues.
10.4. All sensive data must be encrypted when stored or transmied.
10.5. Employees must be cauous when using public Wi-Fi networks and ensure they use a VPN
when accessing Company resources remotely.
10.6. Any suspected security breaches or unusual system behavior must be reported to the IT
department immediately.
10.7. Regular security awareness training will be provided to all employees to keep them updated on
best pracces and potenal threats.
11. Social Media and External Communicaons
11.1. Employees must exercise cauon when posng on social media plaorms to avoid disclosing
condenal informaon or damaging the Company’s reputaon.
11.2. Personal social media accounts should not be used to speak on behalf of the Company unless
explicitly authorized.
11.3. Employees must not engage in online discussions or debates that could negavely impact the
Company’s image or relaonships.
11.4. All external communicaons, including press releases and media interviews, must be
coordinated through the Company’s PR or Communicaons department.
11.5. Employees are encouraged to share Company-approved content on their personal social media
accounts to promote a posive brand image.
11.6. The Company reserves the right to request the removal of any content that violates these
guidelines or condenality agreements.
12. Travel and Expense Policy
12.1. All business travel must be approved in advance by the employee’s supervisor and comply with
the Company’s travel policy.
12.2. Employees are expected to choose cost-eecve travel opons and accommodaons.
12.3. Expenses must be submied with proper documentaon (receipts) within 30 days of incurring
the expense.
12.4. The Company will reimburse reasonable and necessary business expenses as per the guidelines
in the employee handbook.
12.5. Personal expenses incurred during business travel will not be reimbursed by the Company.
12.6. Employees must comply with all applicable laws and regulaons while traveling on Company
business.
13. Professional Development
13.1. The Company encourages connuous learning and professional growth of its employees.
13.2. Employees may be eligible for tuion reimbursement for relevant courses or cercaons,
subject to prior approval and successful compleon.
13.3. The Company may provide internal training programs, workshops, and seminars to enhance
employee skills.
13.4. Employees are encouraged to aend relevant industry conferences and events, subject to
management approval.
13.5. Knowledge sharing sessions and mentorship programs are promoted within the Company to
facilitate skill development.
14. Disciplinary Procedures
14.1. The Company follows a progressive disciplinary approach to address performance issues or
policy violaons.
14.2. Disciplinary acons may include verbal warnings, wrien warnings, suspension, or terminaon,
depending on the severity and frequency of the oense.
14.3. Employees will be given an opportunity to explain their acons before any disciplinary
measures are taken.
14.4. All disciplinary acons will be documented and kept in the employee’s personnel le.
14.5. Serious misconduct, such as the, fraud, or violence, may result in immediate terminaon
without prior warning.
15. Grievance Procedures
15.1. Employees are encouraged to raise any work-related concerns or grievances with their
immediate supervisor or the HR department.
15.2. All grievances will be treated condenally and invesgated promptly and imparally.
15.3. Employees have the right to appeal any decision made regarding their grievance to a higher
level of management.
15.4. The Company prohibits any form of retaliaon against employees who raise genuine concerns
or grievances.
15.5. If a grievance cannot be resolved internally, the Company may consider external mediaon as a
last resort.
16. Terminaon of Employment
16.1. The Company or the employee may terminate employment with one month’s noce or salary
in lieu thereof.
16.2. The Company reserves the right to terminate employment immediately in cases of gross
misconduct, breach of condenality, or other serious violaons of Company policies.
16.3. Upon terminaon, employees must return all Company property and sele any outstanding
dues.
16.4. Final selement of accounts, including any pending reimbursements or deducons, will be
processed within 30 days of the last working day.
16.5. The Company may conduct exit interviews to gather feedback and insights from deparng
employees.
16.6. It is important to note that salary payments will not be processed during the probaon period.
This phase is intended to allow both the company and the employee to evaluate their t and
alignment with the organizaon’s goals.
17. Non-Compete and Non-Solicitaon
17.1. During employment and for a period of 12 months aer terminaon, employees agree not to:
a) Work for or assist any compeng business.
b) Solicit any of the Company’s clients or employees.
17.2. The non-compete clause is limited to the geographical areas where the Company operates or
has concrete plans to operate.
17.3. Employees must not use any condenal informaon obtained during their employment to
compete with the Company or solicit its clients or employees.
17.4. Any breach of the non-compete or non-solicitaon clauses may result in legal acon by the
Company.
18. Dispute Resoluon
18.1. Any disputes arising from employment will be resolved through internal grievance procedures.
18.2. If internal resoluon is not possible, disputes will be seled through arbitraon as per
applicable laws.
18.3. The arbitraon will be conducted by a mutually agreed-upon neutral arbitrator.
18.4. The decision of the arbitrator will be nal and binding on both pares.
18.5. Each party will bear its own costs associated with the arbitraon process.
19. Amendments to Terms and Condions
19.1. The Company reserves the right to amend these terms and condions as necessary.
19.2. Employees will be noed of any changes, and connued employment will be considered
acceptance of the amended terms.
19.3. Major changes to employment terms will be communicated with reasonable noce to allow
employees to review and discuss any concerns.
19.4. The most current version of these terms and condions will always be available in the
employee handbook or the Company’s internal document repository.
20. Acknowledgment and Acceptance
By signing below, I acknowledge that I have read, understood, and agree to comply with the above
terms and condions of employment at Future Bound Tech Soware Soluons. I understand that
failure to adhere to these terms and condions may result in disciplinary acon, up to and including
terminaon of employment.
Employee Name: ____________________
Employee Signature: ____________________
Date: ____________________
Company Representave: ____________________
Company Representave Signature: ____________________
Date: ____________________
