The day your written resignation is accepted by your line manager shall be treated as the first day of your exit period. In case an acknowledgement is not received of the decision within 7 working days, the 7th day since sharing the written resignation will be treated as the first day of your exit period. The period thereon till the day you sign off will be considered as your notice period. The same has been outlined in detail on this page.

As your notice period commences, there are certain obligations that you will be required to fulfil. While a comprehensive list of the obligations will be a part of your Exit Letter, these would be binding in nature. Your exit letter will also list your benefits provided by the Company, the professional obligations you will be expected to adhere to protect the interests of the Company, confidentiality & non-compete clauses, along with how your leaves and final settlements shall be calculated.

Before we get into what obligations you need to fulfil, it is important to understand how your employment might be discharged. Generally, there are 3 ways:

Resignation

When you voluntarily choose to conclude your employment with us, your discharge of employment will fall into this category. The Company, in this case, will have no role in seeking your resignation and it shall be your own decision to stop working with us.

Reignite Plan

As a team member, when your performance fails to meet expected/ desired standards of work, you might undergo a Performance Improvement Plan to reignite your performance and meet the expected benchmarks.

There are 3 possible outcomes once you complete your Reignite Plan:

• Everything goes back to as it was before the implementation of Reignite and this improvement is expected to be sustained for a period of at least 12 months.

• If the outcome of the Reignite plan is undesirable, the terms of your employment will be reassessed by the Company which may include demotions/ salary corrections.

• Due to specified reasons, your employment shall cease to continue.

Immediate Termination We hope that we never have to retort to this. But, we will be forced to take action/termination shall be invoked when any of, but not limited to, the zero tolerance policies are violated; instances of rude behaviour are highlighted and/or any violations of POSH, PADB, Confidentiality Code, or any acts leading to Plagiarism, Piracy, Mis-selling, Moonlighting, Gifting, and/or Kickbacks come to light. This shall lead to immediate termination of employment with no pay.

Your notice period, as defined above, starts when your written resignation is accepted till the day you finally sign off from the Company i.e. your last working day. This period is important for us to finalise any formalities and crystallise any and all pending settlements. We do like people to stay and so, during your notice period too, we may offer you a chance to reconsider your options. However, if we have to part ways, depending on your level in the Company, the below-mentioned notice periods will apply.

Below Level 4 > 30 calendar days.

At Level 4 or above > 45 calendar days.

If the employment is terminated by the Company for violation of the zero tolerance policies or for good reason, the notice period will be 24 hours.

During probation, if initiated by the company, the Notice Period will be a minimum of 7 calendar days or a maximum of what is agreed between you and the Company. Please note that the same will not exceed 15 calendar days. If, however, you choose to leave during your probation period, your notice period can range between 7 to 30 calendar days, as would be agreed upon with your Line Manager and Human Resources.

Notice periods shall be mandatory unless a contrary arrangement is decided between you ['the team member'] and the Company. There are certain other obligations you will be expected to complete during the notice period; this will be specified in your exit letter and may vary depending on the terms of your employment.

Leaves

Once the notice period commences, any unclaimed paid leaves shall stop being accrued on a pro-rata basis. Any and all leaves during your notice period shall be considered as leave without pay. The accumulated paid leaves which are not consumed by a team member before the date of communicating the resignation can be encashed (on a pro-rata basis only) as part of your full and final settlement.

Rejoining

We'd be thrilled if you'd like to reapply or take on a freelance gig with us after your exit from the company. However, to ensure confidentiality and smooth functioning across teams, a six-month cooling period would apply. i.e. rejoining or taking on gigs can happen 6 months after your exit from the company. After six months, the doors are open again.

​The Management reserves the right to add, alter, amend, modify, cancel, and replace all or any other provisions of this Policy.

In case of any queries, questions or clarifications, please write to manali@willnevergrowup.com or asif@willnevergrowup.com or aashutosh@itsyellowseed.com.

Final Settlement

The full and final settlement will be paid to you in the next salary cycle or within 30 days after your last working day, whichever comes earlier. A full account of all the company assets and data in your possession will be taken into consideration post your handover before calculating the full and final settlement amount. In case you use a company laptop and other assets, the final settlement will include deductions towards any damages or repairs to the asset upon handover. This will be communicated to you in writing before processing the settlements.