Kaagazaat

HR Policy Handbook

At a glance

Price: Free, always.
Stamp duty: Not chargeable to stamp duty under the Indian Stamp Act, 1899, in Punjab or Chandigarh — it is a letter, not an instrument that creates or transfers any right.
Registration: Not registrable.
Witnesses: None required.

Free

Free, always.

Free: up to 5 documents a day.

Guided questions, full draft on screen, download in Word.

See all prices

Also called

Employee Handbook
Staff Handbook
HR Manual
HR Policy
Leave and Attendance Policy
Code of Conduct
Service Rules
Company Rules

When you need it

An employer in Punjab or Chandigarh wants one short written set of rules for its staff covering working hours, attendance, leave and conduct, how complaints are raised and how discipline works. It saves the same questions being answered one by one, and it gives both sides something to point to if there is a disagreement.

You type the numbers, such as the days of leave and the working hours. The handbook does not set them for you, and it does not cut down any right the law gives an employee, such as maternity benefits, paid holidays or the right to a safe workplace. Where the law or an employee's appointment letter gives more, that applies. Not the POSH policy, which has its own committee and procedure — see the POSH Policy and Internal Committee Order. Not an employment contract for one person — see the Employment Agreement or the Appointment Letter. Not a set of certified standing orders, which a larger establishment may have to get approved by the authority.

Whether you can fill this in here

You can fill this in here

You can fill this one in on this site, and read the whole draft on screen before you decide anything about it. It is a carefully drafted template; it is not advice about your own facts.

Fill this one in

See stamp duty, registration and witnesses

What follows is written for Punjab and Chandigarh. It states the position there rather than describing how it varies, so the amounts below are the ones that apply — worth confirming at the sub-registrar’s office, because rates change. If the property is anywhere else in India, none of this is yours.

Stamp duty

Not chargeable to stamp duty under the Indian Stamp Act, 1899, in Punjab or Chandigarh — it is a letter, not an instrument that creates or transfers any right. Print it on the employer's letterhead. Keep a signed acknowledgement from every employee who receives a copy.

Registration

Not registrable. Section 17 of the Registration Act, 1908 has no application to a letter of this kind.

Notarisation

Not required. What matters is proof that it reached the other side: hand delivery against a signed acknowledgement, registered post, or a dated email. Keep that proof with the file.

Witnesses

None required.

Request Stamp Paper

Sample preview — placeholder answers, not your data

KAAGAZAAT SAMPLE — NOT PURCHASEDKAAGAZAAT SAMPLE — NOT PURCHASEDKAAGAZAAT SAMPLE — NOT PURCHASEDKAAGAZAAT SAMPLE — NOT PURCHASEDKAAGAZAAT SAMPLE — NOT PURCHASEDKAAGAZAAT SAMPLE — NOT PURCHASEDKAAGAZAAT SAMPLE — NOT PURCHASEDKAAGAZAAT SAMPLE — NOT PURCHASEDKAAGAZAAT SAMPLE — NOT PURCHASEDKAAGAZAAT SAMPLE — NOT PURCHASEDKAAGAZAAT SAMPLE — NOT PURCHASEDKAAGAZAAT SAMPLE — NOT PURCHASEDKAAGAZAAT SAMPLE — NOT PURCHASEDKAAGAZAAT SAMPLE — NOT PURCHASEDKAAGAZAAT SAMPLE — NOT PURCHASEDKAAGAZAAT SAMPLE — NOT PURCHASEDKAAGAZAAT SAMPLE — NOT PURCHASEDKAAGAZAAT SAMPLE — NOT PURCHASEDKAAGAZAAT SAMPLE — NOT PURCHASEDKAAGAZAAT SAMPLE — NOT PURCHASEDKAAGAZAAT SAMPLE — NOT PURCHASEDKAAGAZAAT SAMPLE — NOT PURCHASEDKAAGAZAAT SAMPLE — NOT PURCHASEDKAAGAZAAT SAMPLE — NOT PURCHASED

Northline Analytics Private Limited
Plot No. 8, Phase 8-B, Industrial Area, S.A.S. Nagar (Mohali) 160055

HR POLICY HANDBOOK

Effective from 1 April 2026

1. About this handbook. This handbook sets out the general rules for staff of Northline Analytics Private Limited (the Company) on working time, leave, conduct and complaints. It does not take away any right that the law gives an employee. If the law, or an employee's appointment letter, gives an employee more than this handbook does, the law or the letter applies.

2. Working days and hours. The Company works Monday to Saturday. Working hours are 9:30 am to 6:00 pm, with a 30-minute lunch break. Three late arrivals of up to 15 minutes in a month count as half a day of casual leave.

3. Attendance. Every employee is expected to be at work on time and to mark attendance as the Company requires. An employee who cannot come to work must tell the reporting manager as early as possible on the same day. Absence without leave or information may be treated as unauthorised absence and handled under the disciplinary clause.

4. Leave in a year. Each employee is entitled to 8 days of casual leave, 8 days of sick leave and 15 days of earned leave. Leave must be applied for in advance, except in an emergency or illness, and is approved by the reporting manager. Unused earned leave carries forward to the next year, up to the limit the employer fixes in writing.

5. Leave the law gives. Maternity leave and benefits, paid public holidays, and any other leave that the law gives are allowed as the law provides. Nothing in this handbook reduces them.

6. Conduct. Every employee is expected to act honestly, to treat colleagues, customers and visitors with respect, to keep the Company's information confidential, to look after the Company's property, and to follow the safety rules of the workplace. The following are not allowed: theft or fraud, violence or threats, working under the influence of alcohol or drugs, falsifying records, and harassment of any kind, including sexual harassment. A conflict of interest must be disclosed to the Company.

7. Sexual harassment. The Company does not tolerate sexual harassment. Complaints are dealt with under the Company's separate policy and its Internal Committee.

8. Discipline. If an employee is thought to have broken a rule, the Company will tell the employee what is alleged and ask for a written explanation before deciding on any action. Depending on how serious the matter is, the action may be a written warning, withholding of an increment, suspension, or termination, after the process the Company's service rules or the law require. Nothing here limits any right to a fair hearing.

9. Questions and complaints. An employee with a question, a grievance or a complaint should speak to the reporting manager first and, if it is not solved, to the Head of Human Resources, hr@northline.example. No employee will be penalised for raising a concern in good faith.

Questions about this document

Does the HR Policy Handbook need stamp paper or stamp duty in Punjab and Chandigarh?

Not chargeable to stamp duty under the Indian Stamp Act, 1899, in Punjab or Chandigarh — it is a letter, not an instrument that creates or transfers any right.

See the full position on stamp duty, registration and witnesses

Does the HR Policy Handbook need registration in Punjab and Chandigarh?

Not registrable.

See the full position on stamp duty, registration and witnesses

What does the HR Policy Handbook cost on Kaagazaat?

Free, always.

Does the HR Policy Handbook need witnesses?

None required.

See the full position on stamp duty, registration and witnesses

Often needed with this document

Back to Employment & HR