“Local It” is a start-up incubated under DTU INNOVATION AND INCUBATION FOUNDATION [Pursuant to sub-section (2) of section 7 of the Companies Act, 2013 and rule 8 the Companies (Incorporation) Rules, 2014] promoted by DELHI TECHNOLOGICAL UNIVERSITY Estd. by Govt. of NCT of Delhi vide Act 6 of 2009) (Formerly Delhi College of Engineering).The domain name http://localit.in/ is owned by the start-up.Please feel free to reach out to us at our Customer Care helpline: +91 91489 62503 (standard charges applicable).
These Terms are effective for all existing and future Local It customers. By accessing this site (hereinafter the “Marketplace”), you agree to be bound by the same and acknowledge that it constitutes an agreement between you and the Company (hereinafter the “User Agreement”). You may not use the Services if you do not accept the Terms or are unable to be bound by the Terms. Your use of the Local It Platform is at your own risk, including the risk that you might be exposed to content that is objectionable, or otherwise inappropriate.
If you have any questions, confusions or feedback about this Code or problem understanding its meaning or application at any point or level, there are seniors, and specifically our grievance officer Mr. Gaurav Agrawal, available to offer you guidance. You can contact the grievance officer via a mail to firstname.lastname@example.org.
All approvals regarding actions needing such approval under the code must be obtained using a direct written agreement or letter from the grievance officer duly signed by him. Such actions may comprise of those acts that compromise or intend to compromise the clauses in the Code, either intentionally or unintentionally. For the purpose of approval, an email duly sent to the official Email ID of the person forementioned and counter replied by him shall also be deemed to be a written letter duly signed. The email ID for the purpose is same as mentioned in Guidance to the Code.
This Code does not cover all corporate rules, but instead lays out general principles by which we all should measure our conduct. There are many corporate policies and legal requirements that apply to specific matters.
Nurturing our people and growing as one are in the core values of Local It. We have and will always strive to nurture a respectful, inclusive environment that encourages diverse individuals to thrive personally and professionally as the contributors to the growth and success of the organization, society and clients we serve. We believe in every member of our team treating each other with dignity and respect. The only bases for recruitment and advancements are qualifications, skills, performance, experience and dedication. We strictly do not tolerate any form of discrimination based on race, sex, colour, national or social origin, ethnicity, religion, age, disability, sexual orientation, political opinion, marital status, pregnancy, disability or any other status protected by applicable law or which is morally and ethically justified to be protected. All personnel decisions must be: a) respectful of differences among employees and potential employees, b) based on factors relevant to their ability to perform the work they are, or would be expected to do, and c) in accordance with all applicable laws and regulations.This includes decisions related to the recruiting, hiring, assignment, compensation, training and development, promotion and dismissal of personnel, as well as other terms and conditions of employment.
We do not tolerate harassment in the workplace. This applies whether the person being harassed or doing the harassing is an employee or a non-employee. Harassment involves a pattern of abusive and degrading conduct (such as, among other things, verbal abuse, sexually explicit or derogatory comments or images, mimicry, unwanted touching, or lewd or offensive gestures or jokes) that someone did not solicit or invite and which the harassed person reasonably regards as undesirable or offensive. Harassment also may take the form of bullying, as when an individual or group seeks to intimidate, degrade, humiliate or undermine coworkers. Such harassment can occur in or outside the office, or through social media.
We are committed to developing the talents, skills and fuelling the drive of our people. We want to create a growth centric environment for the Local It family consisting of mutual support and opportunities to grow.
All Local It people require to perform their work professionally without engaging in conduct which may threaten the business or reputation of the organization. Being under the influence of alcohol, drugs, or other such substances in workplace, or work-related events, or during the work (irrespective of place) or any other place where the conduct might impact the reputation, safety or well-being of the organization or the person himself as a part of the organization is strictly prohibited.
Assets are there to conduct the business and are provided to you to do your job in most efficient way. Employee time and intellectual property (anything that is created on Local IT time, at Local IT’s expenses or within the scope of duties) are also the assets to Local IT and must be used in the best way possible for the organization. We are generally not allowed to use the organization’s assets for personal purpose and benefits. Any such exceptions must be approved by the executive committee of the organization.
Our information systems may not be used to engage in prohibited conduct, such as communicating or viewing discriminatory, harassing, sexually explicit or otherwise offensive or inappropriate material. They may not be used to download entertainment software, play games over the internet, or download unlicensed images, music or videos, or to store music or videos other than those appropriately licensed for personal use and used accordingly. In addition, our IT systems may not be used to engage in any other activities that involve unlawful and unauthorized distribution of content online or which may violate intellectual property rights, whether or not such activities undermine the rights of a Organization client. If the Organization has provided you with a computer, cell phone or other portable technology, you are required to use that technology appropriately and in accordance with Organization policies. These policies always apply to Organization equipment and do not change after hours or when traveling.
Local It relies widely on its business data and information systems to achieve its missions and objectives. We are each responsible for ensuring that we always do business in a secure way, limiting risks of any leakage or loss of business data and of any damage to or misuse of our information systems. We should be particularly careful in protecting the Entity’s confidential business data that refers to any information that the Entity has not disclosed or made generally available to the public and that, if disclosed, could harm the interests of the organization. We are all increasingly exposed to social media. When you participate in social media, do not state personal opinions on behalf of the Entity unless you are authorised to do so. Do not attack or malign personally or as a group any person, product, customer, supplier, colleague or any other stakeholder.
Our belief rests on the quality of our people, advice and service. That means we must assign the right people to each matter, give them clear and sufficient instruction so they do the right things in discharging the work, and supervise them appropriately to ensure that they do things the right way.
We always deal fairly with customers and suppliers. No one should take advantage of any customer or supplier through deception, abuse of privileged information or other unfair dealing. When you deal with any customer or supplier you should always put organization’s interests first, above any personal preferences, and treat them entirely based upon the merits of such persons and their businesses. It is a violation of the Code to try to favour a particular customer or supplier in their dealings with the organization.
We are a meritocracy. Excellence is one of our core values. Conflicts of interest impair our ability to act with excellence. A conflict of interest arises when your personal activities, interests or relationships interfere, or appear to interfere, with your professional duties as a director or employee of Local It or your ability to act in the best interest of Local It. Even in circumstances where you do not receive personal benefit, the appearance of a conflict of interest may negatively impact your credibility.
Outside employment on your own time could potentially result in a conflict of interest and therefore must be reported and approved if the work is connected to our business in any way (e.g. dealing with customers, suppliers, etc.) or if it takes so much of your time and energy that your work for could be affected. If you would like to take outside employment on your own time that could potentially result in a conflict of interest, you must receive prior approval from the executive committee. Outside employment that could influence your judgement in a way that could harm organization’s interests will not be approved. Even if outside employment is approved, always make sure that you do not share any non-public information about Local It. These rules apply to all forms of employment, including full- and part-time positions, selfemployment, consultancy or one-time arrangements such as speeches or presentations. No approval is required to serve on charity boards.
A conflict of interest, whether actual or perceived or both, can arise from a close personal relationship at work – for example, a physically intimate relationship, or a family relationship. In such a relationship between co-workers or colleagues, a person’s personal interests could, or could appear to have the potential to, clash with their professional interests and obligations, or undermine or appear to undermine one’s impartiality.
We encourage personal participation in civil society and in the political process. However, your job must not be affected by your personal political views or activity. It is not possible to define all situations or relationships which may create a conflict of interest, so each situation must be evaluated individually. Some specific conflict-of-interest situations and examples are set out below. Always keep in mind that in most cases conflicts can be resolved by open discussion and transparency. A conflict of interest is not necessarily a Code violation, but not disclosing it is.
Our Service Principles encourage us to get to know our clients personally and “turn relationships into friendships.” But we must always keep in mind that vendor relationships are business relationships and certain lines must not be crossed. We must be particularly careful not to offer, give, ask for or accept gifts, entertainment or other similar benefits with the intent of obtaining or retaining business or otherwise improperly influencing the vendor’s decisions or business affairs or our own behaviour. Appropriate business courtesies are not considered to be bribes.
Winning with Customers is one of our core values. We have a history of succeeding through honest business competition. We do not seek advantage through illegal or unethical business practices. We comply with all applicable competition laws everywhere we operate. These laws regulate our commercial practices with customers, distributors and other third parties. Penalties for violation can be severe and can expose the organization and its personnel to various sanctions and liabilities.
We value and safeguard the privacy of all our employees, job applicants, business partners and consumers. It is everyone’s responsibility to adhere to the following core principles when we handle personal data: 1. Process data lawfully, fairly and in a transparent manner. 2. Collect data for specified, explicit and legitimate purposes only. 3. Do not collect or process data you do not need. 4. Keep data accurate and up to date. 5. Limit how long you keep collected data. 6. Ensure appropriate security of personal data.
We recognize the importance of environmental sustainability to our people, clients and the communities in which we live and work. We expect all executives and employees to contribute to our efforts to reduce, reuse and recycle the energy and natural resources required to operate our business, and to integrate sustainability into the organization’s business strategies, operating models and critical processes.
We encourage our offices and personnel to support the communities where we live and work through volunteerism and charitable activities. Participation in charitable and community activities is entirely voluntary. Commitment of organization’s funds and/or assets is subject to local policies.
The Code is designed to ensure consistency in how employees conduct themselves. No set of rules can cover all circumstances. Nothing in this Code should lead to the contravention of local laws, which, wherever contrary, will prevail. Local It reserves the right to amend or alter the Code at any time and for any reason.
Trainings on the Code will be conducted as and when they deem fit. It is the responsibility of every employee to undergo the mandatory training and to do so in a responsible and engaged manner.
Any breach of the code would attract the legal and negative consequences when they are not authorised or approved by the executive committee. The consequences may result in termination of employment contract or compensatory punishments or formal complaints or any combination of these.
If you notice violations of this Code, it is your responsibility to raise your concerns. You can do this by involving your grievance officer, line manager, your function head or any executive member. However, it is recommended that the grievance officer be in knowledge of all communications from either side regarding such concerns. For the purpose, the grievance officer presently appointed is Gaurav Agrawal (email@example.com).