Company Policies

1. Employment Categories

Probationary Employees:
All new team members join on a 6-month probation period from their date of joining. During probation, BTC may discontinue employment with immediate effect if performance, conduct, or attendance is found unsatisfactory.

Confirmed Employees:
Employees confirmed after successful probation will follow standard notice and exit policies.

Temporary / Contractual Staff:
Engaged for short-term or project-based roles. Policies on notice, attendance, and discipline apply equally unless otherwise specified in writing.

2. Attendance & Reporting

a. Employees must report to duty as per the assigned shift and location.
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b. If an employee is late, absent, or unable to report, they must inform their immediate manager at the earliest.
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c. Uninformed absence for 3 consecutive days will be treated as abandonment of employment and may lead to termination.
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d. Salary will be paid only for days actually worked and approved leaves

e. If an employee fails to report to work for more than 3 consecutive working days without providing a formal resignation or notice, this will be treated as voluntary resignation/absconding by the employee. In such cases, the notice period deduction will apply in full and the last date of attendance will be considered as the last working day for calculation of final settlement.

3. Notice Period Policy

a. All employees, including probationers, must serve a 30-day notice period before resignation.

b. If the notice period is not served in full, the salary equivalent to the remaining notice period will be forfeited/deducted from the final settlement.

c. BTC reserves the right to recover notice period dues from pending salary, incentives, or Full & Final (F&F) Settlement.

d. Failure to serve notice, sudden quitting, or joining another organisation without handover will be considered an employment breach.

4. Salary Processing

Salary Cycle
Salaries are processed and paid within 15 days of the following month.

Accuracy of Records
Employees must ensure that their attendance, shift timings, and any leave requests are correctly recorded and approved by their reporting manager. Salary will only be processed based on verified records.

Permitted Deductions
Deductions may apply for:
– Late reporting or early departure
– Unapproved absences
– Notice period shortfall
– Advances, shortages, or recoverable dues
– Damages or misconduct (as permitted by law)

Weekly Off Eligibility
Paid weekly offs are earned and not automatic. Employees are eligible for a paid weekly off only if:
– They have worked the full required number of working days in that week,
– They have no unapproved absences, and
– They have reported to duty on the working day immediately before the scheduled weekly off.

If an employee is absent, fails to report to work, or abandons employment before completing the weekly work cycle, the weekly off is considered not earned and is therefore not payable. In cases of absconding, sudden stoppage of work, or uncommunicated absence, weekly offs falling within or after the period of non-reporting will not be paid.

5. Full & Final Settlement (F&F)

a. F&F is processed within 90 days of the last working day, aligned with the payroll cycle.

b. F&F includes: Days worked, Approved leave adjustments, Statutory deductions, Notice period deduction (if applicable)

c. If the notice period deduction exceeds the employee’s pending dues, the net payable amount may be zero.

d. Employees who abscond, quit abruptly, or fail to serve notice forfeit their salary for the notice period, as per company policy.

6. Internal Records & Documentation

a. Attendance sheets, payroll registers, and internal company policies are confidential documents.

b. BTC is not obligated to share internal records with an employee unless required by:
– A statutory authority
– A court order
– A legal compliance request

c. F&F breakup provided by BTC serves as the official calculation for settlement.

7. Behaviour, Conduct & Professionalism

a. Employees are expected to maintain a professional and respectful attitude toward guests, colleagues, and management.

b. Sudden stoppage of work, abandonment of duty, refusal to report, or joining another organisation without formal exit procedures is considered misconduct.

c. BTC reserves the right to take appropriate disciplinary action in such cases

8. Company Rights

Bombay Taco Company reserves the right to:

a. Modify policies as required

b. Deny benefits if employment guidelines are violated

c. Withhold pending payments until company property, uniforms, cash, or materials are returned

d. Initiate recovery for damages or breaches as per applicable laws

9. Legal Compliance

All employment practices at BTC follow::

a. The Payment of Wages Act, 1936

b. The Shops & Establishment Act (State Applicable)

c. Applicable labour laws regarding deductions, notice period, and settlement timelines

The Payment of Wages Act permits legitimate deductions arising from breach of employment terms, including non-completion of the notice period.

10. Agreement

Continued employment with Bombay Taco Company constitutes acceptance of all the above terms, whether or not individually signed.

Bonus payments are not issued on a yearly or guaranteed basis.
Any bonus will be granted only at the discretion of the company, depending on overall business performance and the employee’s individual contribution.
Employees should note that bonuses are not an entitlement and may be offered only when the company deems appropriate.