Company Policies

1. What is a company policy?

A company policy is a written guideline on how we handle accountability, health, safety and our dealings with customers. Policies also guide us on legal and regulatory requirements and on any situation that could have serious consequences. Every new team member receives our policies when they join, through our HR onboarding, and can ask HR for them at any time.

2. Types of company policies

Our policies protect the rights of our people and the interests of the company, and keep our service to customers consistent. These are the policies we work by:

2.1 Company governance

Monosage Motors Private Limited is a private limited company incorporated in 2022 under the Companies Act, 2013 (CIN U34100TG2022PTC163312). Management is responsible for the company’s direction, for statutory compliance (including GST and company-law filings) and for making sure everyone knows what we stand for and what is expected of them.

2.2 Employee conduct

Everyone is expected to act honestly and professionally. Our conduct rules cover:

• dress code and uniforms in the showroom, workshop and on deliveries;
• safety procedures (see 2.9);
• harassment (see 2.6);
• use of technology and customer data (see 2.11);
• appropriate behaviour with customers and colleagues;
• warnings, discipline and termination (see 2.10).

2.3 Position descriptions

Every role — sales consultant, service technician, delivery rider, customer support, accounts and administration — has a written description of its responsibilities, authority and goals in the appointment letter. These descriptions are the basis for training and performance reviews.

2.4 Personnel, compensation and benefits

• Working hours and weekly off as set out in the appointment letter and in line with the Telangana Shops and Establishments Act, 1988.
• Wages are paid monthly by bank transfer, at no less than the applicable minimum wage, with a payslip.
• Statutory benefits where applicable: Provident Fund (EPF), Employees’ State Insurance (ESI), bonus, gratuity and maternity benefit.
• Leave: casual, sick and earned leave and public holidays as per the appointment letter and applicable law.

2.5 Organisational structure

Our teams are sales and showrooms, service and workshop, delivery and logistics, customer support, and corporate functions (accounts, HR and partnerships). Each branch has a manager responsible for its team. You can read more on our Team page.

2.6 Equal opportunity, anti-harassment and no retaliation

We hire, pay and promote on merit. We do not discriminate on the basis of caste, religion, gender, sexual orientation, disability, marital status, pregnancy, age, region or language, and we make reasonable accommodations for persons with disabilities as required by the Rights of Persons with Disabilities Act, 2016.

Sexual harassment is prohibited. We follow the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act), including an Internal Committee where the Act requires one. Complaints are handled confidentially, and nobody who raises a concern in good faith will face retaliation.

2.7 Work hours, attendance and time off

Attendance is recorded every working day in our HR system. Our attendance rules cover schedules, being on time, absences and the consequences of repeated unplanned absence. Leave is requested in advance through the HR system and managers respond to requests promptly; urgent leave (for example illness) should be reported as early as possible.

2.8 Alcohol, drugs and tobacco

Alcohol and drugs are not allowed during working hours, on company premises or at work events. Nobody may ride, test-ride or deliver a vehicle under their influence. Smoking is not allowed on our premises — and never near batteries, charging points or the workshop.

2.9 Workplace and battery safety

Our safety rules follow good industry practice and the safety laws that apply to each site. They cover:

• the correct protective equipment and insulated tools for work on high-voltage EV batteries;
• safe charging and battery storage, fire extinguishers and first-aid kits at every site;
• a valid driving licence and a helmet for every test ride and delivery;
• reporting every accident, near miss or unsafe condition to the branch manager straight away.

2.10 Disciplinary policy

Dishonesty, poor performance, unsafe behaviour and misconduct are handled step by step: a verbal warning, a written warning, and where needed a show-cause notice and suspension or termination. The employee is always given a fair chance to explain, and each step is recorded. Regular performance reviews keep expectations clear.

2.11 Technology, devices, internet and e-mail

Company devices, systems and accounts are for business use. Passwords must never be shared, and customer information may be used only to serve that customer. Posting customer details or internal information on personal social media is not allowed. Unauthorised access or data misuse is a disciplinary matter and can be an offence under the Information Technology Act, 2000.

2.12 Purchasing

Purchases follow approval limits and are made from approved suppliers against proper GST invoices. Gifts or favours that could influence a purchasing decision must not be accepted.

2.13 Credit and late payment

Where we sell on credit (for example to business customers), the payment terms are printed on the invoice. Overdue amounts attract interest at 18% per annum, and bank charges are borne by the customer, as stated on our invoice.

2.14 Returns and refunds

Our rules for cancellations, refunds and returns are in our Cancellation & Refund Policy.

2.15 Privacy and confidentiality

Customer, employee and partner information is confidential and is handled as described in our Privacy Policy and the Digital Personal Data Protection Act, 2023.

2.16 Customer quality

We publish specifications as they are provided, show prices transparently, explain charges before you pay and stand behind the vehicles we sell with proper service and warranty support.

2.17 Ethics and conduct

We treat customers fairly, never offer or accept bribes, declare any conflict of interest, and keep honest books and records.

3. Steps to create and implement a policy

This is how we create a new policy or update an existing one:

1. Identify the need — a new law, a new kind of work (for example battery handling), or a recurring problem.
2. Set the goal — what the policy should achieve, and why.
3. Gather information — the legal requirements and good practice in our industry.
4. Write it simply — clear words, with the common “what if” situations answered.
5. Review it with the people it affects, and change it based on their feedback.
6. Get management approval, and a legal review where the policy has legal implications.
7. Implement it — every employee receives the policy and confirms they have read it through our HR system.
8. Communicate and review it — include it in onboarding, keep the latest version available, and review it regularly so that practice and policy stay the same.

Questions or concerns about any policy can be raised with your branch manager or with HR at monosagemotors@gmail.com or +91-9553202562.