HR

BYNRY Emergency Situations & Crisis Management

1. NATURAL DISASTERS & WEATHER EMERGENCIES

Question 1: What should I do during warning of heavy rains, floods, or other natural calamities that prevent me from coming to the office or working normally?

Response: During natural disasters or severe weather events, your safety is our top priority. Here's what you should do:

Immediate Steps:

1. Ensure your personal safety first - do not attempt to travel in dangerous conditions
2. Contact your reporting manager via WhatsApp, Slack, or phone as soon as it's safe to do so
3. Inform HR at hr@bynry.com about your situation and expected duration of impact
4. If possible, set up remote work from a safe location with internet connectivity

Work Arrangements:

• Wait for an hour or two at the SAFE place where you are to ensure safety.
• Follow guidelines above.
• Ensure safety before venturing out during such situations. It could be hazardous.
• BYNRY supports flexible work arrangements during emergencies
• You can work from home or any safe location with internet access
• If you're unable to work due to power outages or other infrastructure issues, inform your manager immediately
• We may declare emergency leave days for severe situations affecting multiple employees

Key Contacts:

• Emergency Hotline: You Business OPS Lead.
• Your Direct Manager
• HR Team: hr@bynry.com
• Operations Team: operations@bynry.com

Remember, no work deadline is worth risking your safety. Please note that emergency procedures may be updated based on specific situations, so always check for the latest communications from leadership.

Question 2: How should I communicate with my team and clients during natural disasters or emergencies when normal communication channels might be disrupted?

Response: During emergencies when normal communication channels are disrupted, follow this communication hierarchy:

Internal Communication Priority:

1. WhatsApp Groups - Most reliable during network issues
2. Mobile calls/SMS - For urgent matters when internet is down
3. Slack - If internet connectivity is available
4. Email - For detailed updates when connectivity is restored

Client Communication:

• Inform your manager immediately about any client commitments that may be affected
• Your manager or designated team lead will handle client communications
• Do not commit to new deadlines until you can assess your situation fully
• Provide regular updates to your manager about your availability

Key Guidelines:

• Update your status on Slack/Teams if possible: "Emergency - Limited availability due to [situation]"
• Send a brief message to your team group: "Safe but affected by [emergency], will update on availability"
• If representing BYNRY in client calls, briefly explain the situation professionally: "We're experiencing local infrastructure challenges, and I may need to reschedule/adjust our timeline"

Backup Communication:

• Keep your personal mobile number updated with HR
• Ensure at least one team member has an alternative contact method for you
• Know your manager's and HR's mobile numbers for emergency contact

Please note that communication procedures may evolve based on the nature of specific emergencies, so check for updated guidelines during crisis situations.

2. CIVIL UNREST & RALLIES

Question 3: What should I do if there are rallies, strikes, or civil unrest in my area that make it unsafe to travel to the office?

Response: During rallies, strikes, or civil unrest, BYNRY prioritizes employee safety over business operations. Here's your action plan:

Safety First:

• Do not attempt to travel through areas with active unrest
• Stay home or in a safe location until conditions improve
• Monitor local news and authorities for safety updates
• Avoid areas known to have demonstrations or unrest

Immediate Communication:

1. Inform your reporting manager immediately via WhatsApp or phone
2. Send a message to the team group: "Unable to commute due to civil unrest in [area], working remotely"
3. Update your status on Slack: "Remote work due to local safety conditions"
4. Notify HR if the situation affects multiple team members in your area

Work Arrangements:

• Automatically switch to remote work for the day
• Maintain regular work hours if safely possible
• Attend scheduled meetings via video calls
• Keep your manager updated on the situation throughout the day

Team Coordination:

• If you're a team lead, check on all team members in affected areas
• Reorganize any in-person meetings to virtual formats
• Adjust project timelines if multiple team members are affected

Extended Situations:

• For multi-day unrest, HR will coordinate with affected employees
• We may implement temporary remote work policies for affected regions
• Keep documentation of the situation for attendance records

Your safety is non-negotiable. BYNRY fully supports remote work during such situations, and there will be no negative impact on your performance evaluation for prioritizing safety.

Question 4: How do I handle client meetings or important deadlines when civil unrest or local situations prevent normal business operations?

Response: When civil unrest or local situations disrupt normal operations, here's how to handle business commitments professionally:

Client Meetings:

1. Immediate Notification: Contact clients as early as possible to explain the situation
2. Professional Communication: "Due to local safety conditions in [city], I'll be joining our meeting remotely today" or "We may need to reschedule due to infrastructure disruptions in our area"
3. Alternative Solutions: Offer video conferencing, phone calls, or rescheduling options
4. Team Backup: Inform your manager so they can provide additional support if needed

Project Deadlines:

• Assess realistically what you can deliver given the circumstances
• Communicate potential delays immediately to stakeholders
• Provide revised timelines based on when normal operations can resume
• Document the situation for project records

Decision-Making Protocol:

1. Individual Impact: Make safety-first decisions and inform your manager
2. Team Impact: Team leads should consult with department heads
3. Client Impact: Department heads coordinate with senior leadership
4. Company-Wide Impact: Senior leadership will communicate unified policies

Sample Client Communication: "I want to inform you that due to local safety conditions in [city], our team is operating remotely today. This will not affect our meeting scheduled for [time], which we can conduct via video call. I'll send you the meeting link shortly."

Escalation Path:

• Your Manager → Department Head → Senior Leadership
• For urgent client situations: Contact your manager immediately
• For company-wide coordination: HR and Operations teams will provide guidance

Remember, our clients understand that safety situations are beyond our control, and professional communication about these challenges is appreciated.

3. TRAFFIC & TRANSPORTATION ISSUES

Question 5: What should I do when severe traffic jams or transportation strikes make me significantly late for work or important meetings?

Response: When transportation issues cause significant delays, here's how to handle the situation professionally:

Immediate Communication (As Soon As You Realize the Delay):

1. Text/WhatsApp your manager: "Stuck in major traffic/transport strike, will be [X] hours late"
2. Update team on Slack: Set status to "Delayed due to transportation issues, available by [time]"
3. Contact meeting organizers: If you have scheduled meetings, immediately inform participants

Work Adjustments:

• Offer to extend your work hours to compensate for lost time
• Suggest rescheduling critical meetings if possible
• Start working remotely if you have mobile internet access
• Prioritize urgent tasks once you reach the office

For Recurring Transportation Issues:

• Discuss flexible work hours with your manager
• Consider temporary remote work arrangements
• Explore alternative transportation routes
• Request adjusted start times during known problem periods

Meeting Management:

• Internal Meetings: Ask colleagues to start without you and join when possible
• Client Meetings: Contact clients immediately to explain and offer alternatives
• Important Presentations: Arrange for a colleague to cover initially if needed

Sample Communications:

• Manager: "Transport strike causing 2-hour delay, can join team meeting via phone, will stay late to complete priority tasks"
• Client: "Experiencing severe transportation delays, can we move our 10 AM meeting to 11 AM or conduct via video call?"

Prevention:

• Monitor transportation apps and news for strikes or major disruptions
• Plan alternative routes during known problem periods
• Keep contact numbers handy for quick communication

BYNRY understands that transportation issues are beyond your control, and professional communication helps us manage these situations effectively.

Question 6: How should I handle work commitments when public transportation strikes or major infrastructure issues affect my commute for multiple days?

Response: For extended transportation issues affecting multiple days, BYNRY offers flexible solutions to maintain productivity:

Immediate Steps (Day 1):

1. Inform HR and your manager: Email hr@bynry.com and your direct supervisor about the expected duration
2. Request temporary remote work: "Due to ongoing transport strike/infrastructure issues, requesting remote work arrangement for [expected duration]"
3. Set up home office: Ensure you have necessary equipment and internet connectivity

Extended Arrangements:

• Temporary Remote Work: BYNRY supports full remote work during infrastructure emergencies
• Flexible Hours: Adjust work schedule to avoid peak disruption times
• Hybrid Approach: Come to office on days when partial transportation is available
• Team Coordination: Your manager will adjust team schedules and meeting times

Equipment and Support:

• Coordinate with IT for any additional equipment needed
• Ensure access to all necessary systems and VPN if required
• Test video conferencing setup for client and team meetings

Communication Plan:

• Daily Check-ins: Brief daily status updates to your manager
• Client Management: Inform clients about temporary remote work arrangements
• Team Meetings: All meetings should be hybrid-friendly to include remote participants

Performance Expectations:

• Maintain regular work hours from your remote location
• Be available for calls and meetings during business hours
• Complete all deliverables according to original timelines
• Participate actively in team communications

Documentation:

• Keep records of the transportation situation for HR documentation
• Log your work hours and activities during remote work period
• Report any challenges or additional support needs

BYNRY's flexible policies ensure that external transportation issues don't negatively impact your work or career progression. Focus on maintaining productivity and communication while prioritizing your safety and well-being.

Attendance Policy: Questions & Responses

Question 1: What are the working hours at BYNRY?

Response: At BYNRY, we don't have fixed login and logout times. We trust employees to manage their own time while meeting professional obligations. However, as per The Bombay Shops and Establishments Act, 2017, employees are expected to work nine hours throughout the day. For cross-functional team collaboration, it's highly advisable to schedule meetings between 2 p.m. to 6 p.m. IST. Client-facing roles may sometimes need to overlap with US hours, in which case employees can adjust their Indian hours to maintain work-life balance.

Question 2: How do I record my attendance each day?

Response: You need to "Clock in" when you log into your system and "Clock out" when you'll be away from the system. This is done through the KEKA HRMS system by clicking on "sign in" for "web clock in" and "sign out" for "clock out." This process is important as it's interrelated with the payroll system. Even though we have a flexible work arrangement, recording your attendance is required for payroll processing.

Question 3: What should I do if I need to take a short break during work hours?

Response: If you need to take a short break during your work hours, please notify your reporting manager ahead of time and click "Clock out" in the KEKA HRMS system. Once you resume your duty, click on 'Clock in' again. This helps maintain transparency about your availability while still giving you the flexibility to manage your day.

Question 4: What if I forget to clock in or clock out?

Response: If you forget to clock in or clock out, you can send a request to your Reporting Manager to regularize your attendance in the KEKA HRMS system. It's important to do this promptly to ensure accurate attendance records for payroll processing.

Question 5: Why does BYNRY have a flexible attendance policy?

Response: BYNRY's flexible attendance policy exists to provide employees with a work arrangement that allows them to balance personal and professional responsibilities while meeting business needs. We believe our teams are aware of their objectives and initiatives, and each employee decides timelines for the completion of their work which aligns with company objectives. Our policy is based on trust and the belief that employees are accountable for managing their own time while ensuring professional obligations are met.

I've reviewed BYNRY's Communication Policy document. Here are 5 key questions and responses about the communication policy that could be incorporated into the chatbot:

Communication Policy: Questions & Responses

Question 1: What communication channels should I use at BYNRY for different types of communication?

Response: At BYNRY, we use several approved communication channels for different purposes:

• Email: For formal and detailed communication
• Slack: For official quick questions, updates, and casual discussions
• WhatsApp: For general communication
• Google Meet: For meetings, presentations, and virtual collaborations with internal and external stakeholders
• Project Management Tools: For collaboration and tracking progress on projects

Choose the appropriate channel based on the nature and urgency of your communication. For effective collaboration during our hybrid work environment, you should always be available on these platforms during work hours (except holidays or when on leave) and respond promptly.

Question 2: What are BYNRY's guidelines for scheduling and conducting meetings?

Response: At BYNRY, we recommend scheduling cross-functional meetings between 2 p.m. to 5 p.m. IST. Always use Google Calendar to block time for one-on-one or group discussions, and keep these practices in mind:

• Respond to meeting invitations promptly so team members can manage their time
• Avoid blocking calendars for longer than necessary (15-30 minute calls are advisable when possible)
• Participate actively in team meetings by providing updates, sharing ideas, and addressing challenges
• For virtual meetings, use our standard platform Google Meet
• If you're unsure about an assigned task or have suggestions, communicate promptly rather than pondering over the problem

Question 3: What is the step-by-step approach for task assignment at BYNRY?

Response: BYNRY follows a structured approach to task assignment:

For Assignors:

1. Assign task via email, clearly stating: objective, importance, related KR, and expected outcome
2. Avoid spoon-feeding; ask if assignee can complete within timeframe and what help they'll need
3. Validate the assignee's plan of action
4. Listen to suggestions during reconciliation meetings

For Assignees:

1. Ask questions, explain your approach, admit knowledge gaps, research, and talk to peers
2. Prepare a clear plan of action
3. Speak up during check-ins, set up regular check-in meetings, ensure timely completion, and communicate progress

We encourage setting up weekly or bi-weekly check-ins to follow an agile approach for effective task management.

Question 4: What are BYNRY's guidelines for social media usage?

Response: BYNRY has specific guidelines for social media usage:

1. Employees should not use personal social media platforms like Facebook, Instagram, Twitter, Snapchat, TikTok, Pinterest, Reddit, or gaming platforms during working hours unless required for official purposes.
2. When using social media, employees should use it responsibly, avoid sharing confidential information, engaging in inappropriate discussions, or representing personal opinions as the company's views.
3. Employees should be mindful of their personal branding online and its potential impact on the company's reputation. When discussing work-related matters on personal accounts, make it clear that opinions expressed are personal.
4. The company may request employees to use their personal branding on platforms like LinkedIn for business generation, job promotion, professional networking, or employer branding.

Question 5: How should I handle confidential information in my communications at BYNRY?

Response: At BYNRY, confidential information and company/customer data must be handled with utmost care and discretion. Here are our guidelines:

1. Sharing confidential information should be limited to authorized individuals and done through secure channels only.
2. You must comply with data protection regulations and company policies regarding the handling of personal data.
3. Be aware of your responsibility to protect data and report any potential breaches or vulnerabilities immediately.
4. When communicating externally with clients, partners, or vendors, represent the company professionally while maintaining consistent branding and messaging.
5. Ensure your external communications align with the company's vision, values, and key messages. If uncertain about appropriate information to share, seek guidance from relevant departments.

Exit Policy: Questions & Responses

Question 1: What is the notice period at BYNRY and can it be waived?

Response: At BYNRY, both during probation and after confirmation, employees are required to serve a three-month notice period when resigning. This is mandatory as per company policy. When an employee submits their resignation, management has the option to accept it with immediate effect or from any date before the expiry of the notice period, thereby waiving the balance notice period. However, employees are expected to work until the expiry of the notice period unless specifically told otherwise. If you fail to give the required notice period, you may be liable to forfeit pay equivalent to the notice period mentioned in your appointment letter or the latest official communication from management. For this calculation, the salary refers to your gross salary.

Question 2: What is the resignation process at BYNRY?

Response: The resignation process at BYNRY involves several steps:

1. Have a short discussion with your Department Head
2. Submit a written resignation letter through your Department Head to the HR Department
3. The HR department will consider your proposed cessation date and formally accept it or advise of other action
4. Your resignation letter will be accepted by your Functional Head
5. 3-4 days before your last day, you'll participate in an exit interview with HR
6. You must complete the clearance form, getting sign-offs from various departments
7. Return all company property and settle any dues
8. Submit the completed clearance form to HR before your last working day

The clearance form is essential for issuing your relieving letter and processing your full and final settlement.

Question 3: How does the exit interview process work at BYNRY?

Response: At BYNRY, the exit interview is conducted by HR 3-4 days before your last day using a structured questionnaire (Annexure I). For employees leaving from branch offices, this questionnaire must be filled out and sent back to the Corporate HR Department before departure. Completing the exit interview is an essential requirement for receiving your relieving letter.

The exit interview covers topics such as:

• Whether your job profile matched your experience
• If the job added value to your personal growth
• Your views on the organization's culture
• Areas for improvement in the organization
• Your main reason for leaving (personal or professional)
• Whether you felt appreciated/recognized for your work
• Whether your opinions were valued
• Any specific remarks or appreciation you'd like to share

HR analyzes exit interview data regularly to identify patterns and present findings to management, with the goal of improving organizational climate and reducing employee turnover.

Question 4: What is the full and final settlement process at BYNRY?

Response: BYNRY's full and final settlement process follows these guidelines:

1. Your full and final settlement will be processed only after recovering all company property and settling any dues.
2. If there are no dues or company property to recover, your final settlement will be completed within 45 days from your date of relieving.
3. The HR department will prepare the full and final settlement, and a copy will be placed in your personal file.
4. All payments will be made from the Head Office.
5. For calculating any notice pay (from either side), your gross pay will be considered.

To initiate this process, you must complete the clearance form before your last day, obtaining sign-offs from various departments including your supervisor, Business Unit head, Admin, IT, Finance/Accounts, and HR.

Question 5: What items need to be returned and what clearances are required before leaving BYNRY?

Response: Before leaving BYNRY, you must complete a comprehensive clearance process by returning company property and obtaining clearances from various departments. The items to be returned and clearances required include:

From Your Supervisor/Business Unit:

• Complete exit interview form
• Complete work handover
• Return all official documents/CDs/process materials
• Acknowledge that the company is not responsible for personal data on devices
• Obtain Business Unit Head's clearance for relieving

From Administration Department:

• Return employee ID card/access card
• Clear drawers and return keys
• Return mobile handset/tablet and SIM cards
• Return data card (dongles)/WiFi devices
• Return balance visiting cards
• Settle any transport arrangements
• Address telephone connection matters (if any)

From IT Department:

• Return laptop/desktop and accessories
• Be removed from mailing lists
• Return calling cards
• Complete email/data backup
• Have all system and mobile access revoked

From Finance/Accounts:

• Settle petty cash
• Clear travel advances
• Address any loans/deposits
• Settle all dues
• Submit all pending expense vouchers

From HR Department:

• Process acceptance letter (subject to clearance of dues)
• Address any employee referral amounts
• Settle any joining bonus
• Check balance leave status
• Address any notice period recovery

The completed clearance form must be submitted to HR on or before your last working day, along with any balance reimbursement claims and income tax proof documents.

Intern Leave Policy: Questions & Responses

Question 1: How many leaves am I entitled to as an intern at BYNRY?

Response: As an intern at BYNRY, you are entitled to one paid leave day per month throughout your 6-month internship. This means you can take up to 6 paid leave days during your entire internship period. These leaves are designed to support your work-life balance and acknowledge your dedication to the organization. The leaves are allocated at the beginning of each month, and you must obtain prior approval from your reporting manager before taking any leave.

Question 2: Can I combine my leaves with weekends or take multiple days at once?

Response: At BYNRY, intern leaves cannot be merged with weekends. This means if you take leave on Friday and Monday, both days will be counted as separate paid leaves from your allocation. You may utilize your paid leave days individually or in blocks, but you cannot exceed two consecutive leave days at a time. This policy helps maintain operational continuity while still providing flexibility for your personal needs. Remember that leave allocation is staggered, so not all interns can take leave simultaneously.

Question 3: What happens if I have an emergency and need to take leave unexpectedly?

Response: BYNRY understands that emergencies can occur, so interns are allowed one emergency leave day out of the six paid leaves allotted during the internship tenure. This emergency leave is included in your total leave allocation, not in addition to it. Even for emergency situations, you should try to inform your reporting manager as soon as possible. For all non-emergency leaves, you must seek prior approval from your reporting manager.

Question 4: What happens to unused leave days at the end of my internship?

Response: At BYNRY, unused paid leave days cannot be converted into cash compensation. This means if you don't use all of your allocated leave days by the end of your 6-month internship, you will not receive any monetary benefit for the remaining leave balance. It's advisable to plan and utilize your leaves appropriately throughout your internship period to maintain a healthy work-life balance.

Question 5: How are leaves adjusted if I'm absent without approval?

Response: Any instances of absenteeism during your internship will be adjusted against your paid leave allocation. This means if you are absent without prior approval, these absences will be counted against your one paid leave day per month allocation. Additionally, violation of the leave policy may result in disciplinary action. To avoid any issues, always make sure to follow the proper leave request process by seeking prior approval from your reporting manager before taking any planned leave.

International Travel Policy: Questions & Responses

Question 1: How are employees selected for international travel at BYNRY?

Response: At BYNRY, employees are nominated by the company for international travel based on specific criteria. The approval process considers three main factors: the necessity of the trip, budget availability, and alignment with company goals. The company takes a strategic approach to international travel assignments, ensuring that business trips serve a clear purpose in advancing organizational objectives. If you're interested in international opportunities, focus on projects with global scope and discuss your interest with your manager during performance reviews.

Question 2: What expenses are covered by BYNRY for international business travel?

Response: BYNRY covers several expenses for international business travel:

1. Air tickets - Pre-booked and paid by the company at actual cost
2. Visa expenses - Handled and paid for by the company
3. Accommodation - Pre-arranged and covered by the company
4. Travel insurance - Provided by the company
5. Per diem allowance - To cover meals, ground transportation, communication, and incidental expenses (capped amount based on destination)
6. An advance of Rs. 10,000/- added to your salary account 2 days before the trip

Any upgrades to travel arrangements are at your personal expense unless you obtain prior approval. Additionally, you may be issued a corporate credit or forex card for business-related expenses during your trip, which must be returned within one working day upon your return.

Question 3: How does the per diem allowance work for international travel?

Response: BYNRY provides a per diem allowance to cover your daily expenses during international travel, including meals, ground transportation, and communication costs. This allowance is capped at an amount specific to your destination country and is designed to cover standard daily expenses. The exact capped amount will be officially communicated to you 7 days before your trip.

In addition to this allowance, you'll receive an advance of Rs. 10,000/- in your salary account 2 days prior to your departure. If you incur expenses related to daily food, transportation, and communication, you don't need approval for reimbursement as long as they're within the capped per diem amount. For any other business expenses beyond your advance, you'll need prior approval from your reporting head and the finance team.

Question 4: What is the reimbursement process for international travel expenses?

Response: To get reimbursed for international travel expenses at BYNRY:

1. Document all expenses with receipts during your trip
2. Submit your expenses within 7 working days of returning from your trip
3. Use the Expense Reimbursement form in BYNRY's HRMS tool for submission

Out-of-pocket expenses will be reimbursed at actual cost only if:

• The expense is related to daily expenses and falls within the capped per diem allowance, OR
• The expense is for something other than daily expenses and has received prior approval

Remember to keep all your receipts organized by date and expense type to ensure a smooth reimbursement process. Any expenses submitted without proper documentation or after the 7-day window may not be eligible for reimbursement.

Question 5: What are my responsibilities regarding security and legal compliance during international travel?

Response: When traveling internationally for BYNRY, you have important responsibilities regarding security and legal compliance:

Legal Compliance:

• You must adhere to all laws and regulations of the country you're visiting
• Any legal issues arising from non-compliance will be your responsibility
• You should respect local customs and traditions as you're representing BYNRY

Security and Confidentiality:

• Take appropriate measures to protect company information and assets
• Ensure confidential documents are secured at all times
• Keep electronic devices password-protected
• Report any security breach or loss of company property immediately to the HR department

Remember that you are an ambassador for BYNRY while traveling internationally, and your professional conduct reflects on the company. Familiarize yourself with local customs and business etiquette before your trip to ensure you represent the company appropriately.

Leave Policy 2024: Questions & Responses

Question 1: How many different types of leaves am I entitled to as a permanent employee at BYNRY?

Response: As a permanent employee at BYNRY, you are entitled to several types of leaves:

• Paid Leave (PL): 18 days in a calendar year
• Casual Leave (CL): 8 days in a calendar year (2 days per quarter)
• Paid Holidays (PH): 14 days per year
• Maternity Leave (ML): Up to 26 weeks for women employees (with certain conditions)
• Paternity Leave (PTL): Up to 15 days for male employees

This provides a total of 40 leave days (excluding maternity and paternity leave), designed to support your personal needs while ensuring you can meet your professional obligations.

Question 2: How are my paid leaves calculated if I join the company mid-year?

Response: If you join BYNRY mid-year, your paid leaves (18 days) will be calculated on a pro-rata basis based on your date of joining. You can avail of these leaves after successfully completing your probation period.

For example, if your date of joining is April 1, 2023, your leave credit (after completion of probation) would be calculated as: 18/12 × 9 = 13.5 days

Any fraction of 0.5 or above is rounded up to the next full integer, so in this example, you would receive 14 days of paid leave. Additionally, BYNRY has decided to add extra leaves for holidays that fall on weekends (4 days in 2022), which will also be added on a pro-rata basis based on your joining date.

Question 3: What is the policy for accumulating and encashing paid leaves?

Response: At BYNRY, you can accumulate earned paid leaves up to a maximum of 45 days. 

When you leave the company, all your accumulated paid leaves will be encashed during your full and final settlement. 

It's a good practice to monitor your leave balance periodically, especially if you're approaching the 45-day limit, so you can plan to either use them or benefit from the encashment. 

Please remember that the overall leave policy and encashment rules may change time to time and as the time change at BYNRY. 

Question 4: How do casual leaves work at BYNRY?

Response: Casual leaves at BYNRY follow these guidelines:

• You are entitled to 8 days of casual leave in a calendar year, as per the Maharashtra and Establishment Act, 2017
• These are allocated as 2 days per quarter for confirmed employees
• Casual leaves that are not used expire at the end of the calendar year and cannot be carried forward
• They're intended for short-term or sudden needs
• You cannot combine casual leaves with other types of leaves continuously

If you're looking to take a casual leave, keep in mind that planned leaves should still be requested at least one week in advance and approved before you go on leave. If not approved, the absence may be considered as Loss of Pay (LOP).

Question 5: What is BYNRY's maternity leave policy?

Response: BYNRY's maternity leave policy follows the Maternity Benefit Act, 2017:

Eligibility: You must have completed 80 days of service in the last 12 months.

Duration:

• Up to 26 weeks of maternity leave on full pay for women with fewer than two surviving children
• 12 weeks for women with two or more surviving children
• Up to 12 weeks in cases of miscarriage or abortion (with medical certification)

Important points:

• You can start your leave up to 8 weeks before your due date
• Inform your department head at least 3 months before your leave with a medical certificate
• Weekly offs and holidays during your leave period count as part of maternity leave
• Earned leaves cannot be combined with maternity leave
• Earned leaves will be withheld during maternity leave and can be carried forward once you return

BYNRY's hybrid office setup allows for flexibility—if you wish to begin work earlier than planned, the company will consider accommodating your request.

Question 6: How does paternity leave work at BYNRY?

Response: At BYNRY, male employees are eligible for paternity leave under these guidelines:

• You can avail up to 15 days of paternity leave from the date of birth of your child
• These 15 days cannot be claimed all at once but can be used throughout a 6-month period
• In critical conditions involving your spouse or child, paternity leave may be extended up to 6 months
• Extended paternity leave requires a doctor's certificate, forwarded to HR with your manager's consent

For example, you might take a week off immediately after your child's birth, and then use the remaining days later for doctor's appointments or other child-related needs. This flexible approach allows you to provide support when it's most needed during the first months of your child's life.

Question 7: How do paid holidays work at BYNRY?

Response: BYNRY provides 14 days of paid holidays each year. These include:

• Regular weekend holidays (Saturdays and Sundays)
• Regional holidays specific to your location
• One restricted holiday of your choice from a designated list

The HR department announces the holiday list for all locations by December 31st for the upcoming year. You can access the current holiday list at: https://tinyurl.com/bdh3rf66

If you transfer to a different branch location, you'll observe the holiday schedule of your new location. Additionally, it's worth noting that in past years when holidays fell on weekends (like in 2022), BYNRY added these days to employees' paid leave balance on a pro-rata basis.

Question 8: What is the process for applying for leaves at BYNRY?

Response: The leave application process at BYNRY works as follows:

For planned leaves:

1. Apply through KEKA HRMS at least one week in advance
2. Ensure your leave is approved by your Reporting Manager before proceeding
3. If you go on leave without approval, it may be considered as Loss of Pay (LOP)

For emergency/unplanned leaves:

1. Notify your Reporting Manager as soon as possible
2. Apply for the leave through KEKA HRMS once you resume work
3. Regularize the leave in the system as soon as possible to avoid loss of pay

Remember that you cannot merge two types of leaves continuously (e.g., casual leave followed immediately by paid leave). It's your responsibility to ensure your leave application is properly submitted and approved before taking time off.

Question 9: Does BYNRY offer comp-off for working on holidays or weekends?

Response: No, BYNRY does not offer compensatory off (comp-off) for working on holidays or weekends. This policy aligns with BYNRY's flexible and hybrid working culture, which provides employees with considerable flexibility in managing their work schedules.

Since the company already offers a combination of flexible working hours, hybrid work arrangements, and a generous leave policy (18 days paid leave, 8 days casual leave, and 14 days of holidays), the need for traditional comp-offs is minimized. This approach focuses on work outcomes rather than strict time-based accounting of work hours.

If you have concerns about your work-life balance, you're encouraged to discuss this with your manager to find suitable arrangements within the existing flexible work framework.

Question 10: What happens to my leave balance if I'm sick for an extended period?

Response: If you're sick, you have multiple options at BYNRY:

For short-term illness:

• You can use your Casual Leave (CL) allocation (8 days per year, 2 per quarter)

For longer-term illness:

• You can use your Paid Leave (PL) allocation (18 days per year, pro-rated based on joining date)

BYNRY operates on a trust basis and does not require medical certificates for sick leave. However, if you're experiencing a longer illness, it's good practice to keep your manager informed about your situation and expected return date.

In cases of extended medical issues that exhaust your available leave balance, you should contact HR to discuss your specific situation, as special considerations may be possible in exceptional circumstances. Remember to apply for leaves through the KEKA HRMS system as soon as you're able to do so.

I've reviewed BYNRY's Code of Conduct policy. Here are 25 questions and responses from both employee and employer perspectives:

BYNRY Code of Conduct: Questions & Responses

From Employee Perspective

Question 1: What is the purpose of BYNRY's Code of Conduct?

Response: BYNRY's Code of Conduct outlines standards of personal and professional conduct that all employees must uphold. It creates a framework for maintaining a productive, positive, enjoyable, safe, and harassment-free work environment. The Code helps me understand how to conduct myself toward colleagues, perform my duties, fulfill the company's mission, and practice fairness and equity. It also serves as a reference for addressing ethical issues that may arise during my employment.

Question 2: What are my core responsibilities as an employee under the Code of Conduct?

Response: As a BYNRY employee, I have four core responsibilities under the Code of Conduct:

1. Be personally responsible and accountable for my own performance, behavior, and attendance
2. Report any departures from the Code of Conduct by myself or others
3. Comply with all company policies and procedures
4. Promote a positive, safe, and healthy environment in the conduct of my work

Following these responsibilities helps maintain the ethical standards BYNRY expects from all employees.

Question 3: What does BYNRY expect regarding attendance and reporting absences?

Response: BYNRY expects me to follow the attendance policy religiously. If I'm unavoidably absent due to sickness or any other reason, I should inform my Reporting Manager (or appropriate delegate) promptly, preferably before my normal starting time, and indicate when I expect to return to work. Proper communication about absences helps the team plan and ensure work continuity.

Question 4: What is BYNRY's dress code policy?

Response: BYNRY expects me to maintain a neat, clean appearance appropriate for my area of work, as we represent the company's image to clients. High standards of personal hygiene are expected at all times. Certain items are not allowed in the office, including:

• Shorts, capris, athletic wear, torn/ripped clothing, clothing with offensive messages, or unsuitably revealing clothing
• Inappropriate footwear like thongs or slippers

The policy aims to maintain a professional atmosphere while representing BYNRY to clients and visitors.

Question 5: How should I handle conflicts of interest at BYNRY?

Response: At BYNRY, I must ensure there's no conflict between my personal interests and my professional responsibilities. Specific situations to avoid include:

• Accepting gifts or hospitality where a return favor is expected
• Taking additional employment that hinders my BYNRY role performance
• Making decisions regarding employment or promotion of relatives/friends
• Promoting my private business to BYNRY clients

If I encounter a potential conflict, I should disclose it to my manager or HR immediately to determine appropriate steps. Transparency is key in managing conflicts of interest.

Question 6: Can I accept gifts from clients or vendors?

Response: As a general rule at BYNRY, I should not accept gifts or benefits if they could be seen as intended to influence me to:

• Perform my job in a particular way that I wouldn't normally do, or
• Deviate from the proper course of my duties

I may accept token gifts in circumstances approved by my Department Head, CEO, HR, or their nominee, but only if there's no possibility that I might be perceived as compromised in the process. When in doubt, I should consult with my manager or HR before accepting any gift.

Question 7: What constitutes harassment and bullying at BYNRY?

Response: At BYNRY, harassment includes unwelcome behavior that may involve sexual assault, stalking, and harassing communications, some of which may also violate criminal law.

Bullying is defined as unreasonable behavior directed against an individual or group, derived from the misuse of power. Examples include:

• Verbal abuse or shouting
• Excluding or isolating behavior
• Deliberately withholding vital information
• Assigning impossible tasks
• Physical abuse

Both harassment and bullying are unacceptable at BYNRY, and all reported incidents will be investigated. I should report any such behavior I experience or witness to HR or management.

Question 8: What are BYNRY's expectations regarding internet and email usage?

Response: At BYNRY, I should use internet facilities only for official work. Personal emails and chat sessions during office hours should be avoided. Accessing inappropriate sites like online gambling or pornographic websites is strictly prohibited and may lead to disciplinary action.

For email usage, I should:

• Scan all attachments before opening
• Not use company email for personal registrations
• Not use company email for web forums or newsgroups
• Avoid using company email for personal use or sending large attachments
• Not respond to chain letters or spam using company email

Following these guidelines helps maintain security and professional standards.

Question 9: Who owns the intellectual property I create while working at BYNRY?

Response: All products, computer programs, written materials, discoveries, inventions, and improvements I create, author, discover, develop or produce for the purpose of or during my employment at BYNRY remain the company's property. This includes all copyright and intellectual property. I may not use these creations for purposes other than BYNRY's business.

Upon termination of employment, I must return all correspondence, documents, data, information, equipment, and other items, including copies, that belong to BYNRY and are in my possession. The company retains ownership of all work-related intellectual property I develop while employed.

Question 10: What is BYNRY's policy on external employment?

Response: BYNRY won't restrain me from working outside business hours provided it doesn't undermine or compromise the management's expectations. However, I should not engage in external employment if it:

• Places me in conflict with my official duties or creates such a perception
• Is likely to affect my efficiency in performing my BYNRY duties
• Involves using BYNRY's resources for private purposes without authorization

Additionally, I may not accept outside payment for activities that would be considered part of my normal work at BYNRY, subject to current policies. If considering external work, I should ensure it doesn't interfere with my BYNRY responsibilities.

Question 11: How does BYNRY handle grievances between employees?

Response: At BYNRY, the grievance handling process encourages employees to first attempt to resolve issues directly between themselves. If this informal approach doesn't work, there's a formal process with graduated steps for further discussion and resolution at higher authority levels.

A formal resolution requires a thorough investigation, which will be documented. Appropriate managers will investigate complaints or allegations of behavior contrary to the Code of Conduct. These investigations are carried out with sensitivity and fairness while maintaining confidentiality.

This process gives me multiple avenues to address workplace concerns while ensuring fair treatment.

Question 12: What are the consequences of breaching the Code of Conduct?

Response: If I breach BYNRY's Code of Conduct, the company may respond with:

• Counseling
• Disciplinary action
• Termination of employment
• Suspension
• Criminal charges or civil action in serious cases

The severity of the response likely depends on the nature and seriousness of the breach. Understanding these consequences helps me appreciate the importance of adhering to the Code and maintaining ethical standards in all my work activities.

Question 13: How should I communicate with seniors and colleagues at BYNRY?

Response: At BYNRY, I'm expected to communicate with respect and dignity. When communicating with seniors (who are considered friends, philosophers, guides, and mentors), I should approach them with clarity and candidness. Before seeking guidance, I should prepare relevant facts, specific issues, and my own options/strategies, which will help utilize their time efficiently and speed up decision-making.

With colleagues, my communication should be courteous, prompt, and accurate to build mutual efficiencies. I must ensure all communications remain within confidentiality requirements for my work area. This approach fosters a positive and productive work environment.

From Employer Perspective

Question 14: What are the responsibilities of managers and supervisors in implementing the Code of Conduct?

Response: Managers and supervisors at BYNRY have specific responsibilities in implementing the Code of Conduct:

• Modeling behavior consistent with the Code's provisions
• Informing team members about the Code and relevant policies/procedures
• Providing appropriate training to ensure required standards are met
• Reporting any departures from the Code by themselves or others
• Acting consistently and fairly when addressing behavior that breaches the Code

These responsibilities ensure the Code is consistently applied across the organization and create accountability at all levels. We expect our leadership team to exemplify the standards we set for all employees.

Question 15: How does BYNRY ensure fair investigation of potential Code breaches?

Response: BYNRY ensures fair investigations by requiring managers and department heads to act consistently, promptly, and fairly when investigating complaints or issues affecting employees. We maintain principles of natural justice in every investigation, which includes:

• Giving the person under investigation a fair hearing
• Allowing them to respond to allegations
• Ensuring the investigator is impartial
• Making decisions based on evidence rather than speculation
• Maintaining appropriate confidentiality

This approach protects both the complainant and the respondent while maintaining the integrity of our workplace standards and culture.

Question 16: How does BYNRY address discrimination in the workplace?

Response: BYNRY prohibits discrimination based on personal characteristics including age, work profile, parental status, political belief, personal association, race, ethnic background, career status, marital status, pregnancy, impairment, religious belief/activity, physical features, gender identity, and disability.

We consider discrimination unacceptable conduct, and all reported incidents are thoroughly investigated. Our Equal Employment Opportunity principles ensure fair treatment in all aspects of employment. Managers are trained to recognize and address potential discrimination, and we encourage a culture where employees feel safe reporting such incidents.

Question 17: What standards of professional behavior does BYNRY expect from employees?

Response: BYNRY expects employees to undertake their duties professionally, responsibly, conscientiously, and ethically in the company's best interests. Specifically, we expect employees to:

• Comply with legislative, industrial, and administrative policies
• Fulfill Equal Employment Opportunity and Occupational Safety & Health obligations
• Stay current with advances in professional and ethical standards in their areas
• Maintain adequate documentation for decisions
• Treat all persons with courtesy and sensitivity
• Not misuse official information
• Not harass or discriminate against others
• Report unethical behavior
• Continuously improve work performance
• Not make disparaging remarks about colleagues

These standards create a professional environment that supports our business objectives and workplace culture.

Question 18: How does BYNRY protect company information and ensure privacy?

Response: BYNRY implements several measures to protect information and ensure privacy:

• Employees are responsible for securing professional information against loss, misuse, unauthorized access, modification, or disclosure
• We maintain proper records management practices with legal requirements for documentation
• All company documents must be placed in official files with soft copies uploaded to the official drive
• Employees must not access unauthorized information or allow others such access
• Password maintenance and file protection measures are required
• Employees must maintain the security and confidentiality of information systems they control

These practices protect both company information and client data, which is essential for maintaining trust and meeting regulatory requirements.

Question 19: What is BYNRY's policy on alcohol, smoking, and substance misuse?

Response: BYNRY prohibits employees from being under the influence of alcohol or other substances while at their workstation. The possession, use, or trafficking of illegal drugs on company premises is not permitted and will be referred to police, potentially resulting in termination.

Regarding smoking, we recognize that passive smoking can impact other employees and create a poor company image. Therefore, smoking is not permitted in company-owned or leased vehicles or buildings.

These policies protect employee health and safety while maintaining a professional work environment. We expect all staff to comply with these standards and report any concerns.

Question 20: How does BYNRY handle company property and resources?

Response: BYNRY expects employees to take all possible care when using company property, goods, intellectual property, and services. These resources should be used efficiently, carefully, and honestly for business purposes, not private use.

We consider deliberate misuse of equipment, assets, or personnel services a violation of the Code. Examples of misuse include:

• Copying software regardless of copyright protection
• Unauthorized use of company letterhead or postage for personal matters
• Unauthorized use of the company logo
• Falsifying or manipulating business records
• Using equipment for personal commercial gain

Proper stewardship of company resources ensures we can effectively serve our clients and maintain operational efficiency.

Question 21: What is BYNRY's approach to professional development?

Response: BYNRY is committed to employee growth, expecting staff to continually improve their professional competence, maintain knowledge, and encourage skill development. We support this through:

• Training opportunities relevant to role requirements
• Encouraging participation in professional associations
• Supporting knowledge sharing within teams
• Providing resources for staying current with industry developments
• Recognizing and rewarding skill development

This commitment to professional development benefits both employees and the company by ensuring our team remains competitive and capable in a changing business environment.

Question 22: How should employees handle media or public comments related to BYNRY?

Response: When making comments in public forums on matters relating to BYNRY, employees must act in ways that align with our values and protect the company's reputation. We expect employees to:

• Refrain from speaking on behalf of the company without authorization
• Direct media inquiries to the appropriate company representatives
• Avoid sharing confidential or proprietary information
• Consider how their comments might reflect on BYNRY
• Maintain professional standards even in personal social media

This approach ensures consistent messaging and protects BYNRY's brand and reputation in public forums.

Question 23: What are BYNRY's expectations regarding occupational safety and health?

Response: BYNRY is committed to providing a safe and healthy workplace for all employees and visitors. However, we also expect employees to contribute to workplace safety by:

• Familiarizing themselves with safety standards and procedures in their work area
• Asking managers for necessary safety information during induction
• Reporting potential hazards or unsafe conditions
• Following established safety protocols
• Participating in safety training

This shared responsibility approach ensures we maintain a workplace where everyone's health and safety are protected, which is both a legal requirement and a core value of our organization.

Question 24: How does BYNRY ensure compliance with its Code of Conduct?

Response: BYNRY ensures compliance with the Code of Conduct through several mechanisms:

• Including the Code in the onboarding process for all new employees
• Requiring employees to sign a statement acknowledging and agreeing to abide by the Code
• Training managers and supervisors to monitor adherence and address breaches
• Establishing clear reporting processes for violations
• Implementing a graduated response to breaches based on severity
• Regularly reviewing and updating the Code to address evolving workplace needs

This comprehensive approach maintains the Code's relevance and effectiveness in guiding employee behavior and upholding company standards.

Question 25: How does BYNRY address integrity issues in the workplace?

Response: BYNRY holds integrity as a core value and addresses issues through clear guidelines. Breaches of integrity that may result in disciplinary action include:

• Unauthorized removal or damage of company property or records
• Falsification of records, reports, or information
• Performing below standard or causing others to do so
• Wasting work time or failing to stay on the job
• Unauthorized or excessive tardiness or absenteeism
• Refusing to follow lawful instructions or orders from management
• Insubordination or willful neglect of duty

By clearly defining these boundaries, we maintain high standards of honesty and trustworthiness throughout the organization, which is essential for our business reputation and internal culture.

BYNRY Organizational Structure: Questions & Responses

Question 1: What are the main entities in BYNRY's corporate structure?

Response: BYNRY currently operates through two main entities: BYNRY Services and BYNRY Inc. This organizational structure shows how the company functions across both entities, with resources aligned in various departments including Sales and Marketing, Product, Engineering, Customer Success, and Operations. The organization appears to be structured in three phases: current operations, Product Implementation (Phase 2), and Product Scaling (Phase 3). Please note that this organizational structure is subject to change as the company evolves. If you notice any differences between this information and the current structure, please let us know so we can update our records.

Question 2: What are the leadership levels within BYNRY?

Response: BYNRY currently organizes its team into three main leadership levels:

1. Leadership (Level 1): Includes top executives such as the Founder/CEO (Nilesh), Product Director (Sandeep Sonkusale), Operations Director, and Sales and Marketing Head
2. Dream Team (Level 2): Includes managers like Marketing Manager, Sales Manager, Product Manager, Engineering Lead, Human Resources Manager, and others
3. Execution (Level 3): Includes specialists and associates who handle day-to-day operations, such as Content Marketers, Sales Associates, Engineers, QA Analysts, etc.

This tiered approach allows for clear reporting lines and responsibility allocation. However, please note that this organizational structure is subject to change as the company grows. If you observe any differences in the current structure, please inform us so we can ensure our information remains accurate.

Question 3: Who are the key leadership figures at BYNRY?

Response: Based on the current organizational structure, BYNRY's key leadership figures include:

• Nilesh Gudhe, Founder/CEO
• Sandeep Sonkusale, Product Director
• Operations Director (name not specified in the chart)
• Sales and Marketing Head (name not specified in the chart)

Additionally, BYNRY has a Board of Advisors that includes:

• Lincoln Bleavean, Director Sustainability & Energy
• Douglas Rosenberg, Management Consultant
• Abha Kumar, Ex CIO Vanguard
• Prasanna K., Partner Upekkha

The organizational structure also indicates several department heads at the "Dream Team" level. Please note that this leadership structure is subject to change as the company evolves and grows. If you're aware of any recent changes to the leadership team that aren't reflected here, please let us know so we can update our information.

Question 4: How is BYNRY planning to scale its organization over time?

Response: According to the organizational chart, BYNRY appears to have a three-phase approach to scaling:

1. Current Structure (BYNRY Services): The foundation with essential roles covering core functions
2. Phase 2 (Product Implementation): Expansion of the team with more specialized roles, particularly in Product, Marketing, and Customer Success areas
3. Phase 3 (Product Scaling): Further growth with additional specialized positions and potentially a more distributed leadership structure

The phased approach suggests BYNRY is planning for systematic growth aligned with business objectives, expanding departments strategically as the company scales. It's worth noting that some positions in Phases 2 and 3 are marked as "Not Hired Yet," indicating planned future additions.

Please note that this growth and scaling plan is subject to change based on business needs, market conditions, and strategic decisions. If you're aware of updates to this scaling plan, please inform us so we can ensure our information reflects the current strategy.

Question 5: What departments make up BYNRY's organizational structure?

Response: Based on the current organizational chart, BYNRY's structure includes the following key departments:

1. Sales and Marketing: Includes roles in content marketing, demand generation, digital marketing, inside sales, and business development
2. Product Management: Includes product managers, business analysts, and quality analysts
3. Engineering: Includes frontend, backend, Flutter, and DevOps engineers
4. Customer Success: Includes customer success managers, onboarding leads, and support associates
5. Operations: Includes HR, Finance & Accounts, Talent Acquisition, and Learning & Development
6. Management: Includes OKR/Governance, Continuous Improvement, and executive support roles

Each department appears to have representation across the three-phase growth model, with additional specialization planned as the company scales. Please note that this departmental structure is subject to change as BYNRY evolves its business model and responds to market needs. If you notice any departments that have been added, renamed, or restructured, please let us know so we can update our information accordingly.

BYNRY Recruitment Process: Questions & Responses

Question 1: What are the main steps in BYNRY's recruitment process?

Response: BYNRY currently follows a 13-step recruitment process:

1. Requirements gathering from hiring managers
2. Preparation of job descriptions and evaluation materials
3. Job posting across various platforms
4. Sourcing candidate profiles
5. HR pre-screening
6. First technical round
7. Second technical round
8. Discussion with founder
9. Final discussion
10. Offer presentation
11. Candidate follow-up
12. Candidate joining
13. Culture Meter Evaluation

This structured approach ensures a thorough assessment of candidates while maintaining consistency across different roles. Please note that this recruitment process is subject to change as BYNRY evolves its hiring practices. If you notice any differences between this information and the current process, please let us know so we can update our records.

Question 2: How does BYNRY gather hiring requirements from managers?

Response: At BYNRY, the recruitment process begins with a requirements gathering phase. During this step, the talent acquisition team collects and validates detailed requirements from the hiring manager using a standardized requirements gathering form. This document appears to be maintained in a master sheet that includes information such as the position details, required skills, experience level, and other relevant parameters.

An example mentioned in the document is the "TA Lead - Master Sheet / JD," which suggests that requirements for different positions are systematically documented and tracked. This initial step is crucial as it forms the foundation for the entire recruitment process. Please note that this requirements gathering process is subject to change as BYNRY refines its recruitment practices. If you encounter any updates to this process, please inform us so we can ensure our information remains accurate.

Question 3: What materials does BYNRY prepare before posting a job?

Response: Before posting a job, BYNRY prepares several key materials as part of step 2 in their recruitment process:

1. Job Description (JD): A detailed document outlining the role, responsibilities, and requirements
2. Evaluation Sheets: Standardized forms for assessing candidates at different stages
3. Cultural Mapping: Documents to evaluate cultural fit
4. Communication Emails: Templates for candidate communication

These materials serve as standardized artifacts that ensure consistency throughout the recruitment process and help align expectations between recruiters, hiring managers, and candidates. Having these materials prepared in advance helps streamline the recruitment workflow. Please note that the specific format and content of these materials are subject to change as BYNRY evolves its hiring practices. If you notice any changes to these preparatory materials, please let us know so we can update our information.

Question 4: Where does BYNRY post its job openings?

Response: According to the recruitment process document, BYNRY posts job openings across multiple platforms in step 3 of their process. Currently, these platforms include:

1. Workable (appears to be BYNRY's primary applicant tracking system)
2. Various job portals (though specific portals aren't named in the document)
3. Social Media channels
4. Glassdoor

This multi-channel approach helps BYNRY reach a diverse pool of candidates and maximize visibility for open positions. The document mentions they use specific "JD formats" for these postings, suggesting standardized templates are used across different platforms. Please note that the platforms BYNRY uses for job postings are subject to change as recruitment strategies evolve. If you're aware of any additional platforms now being used or changes to this approach, please inform us so we can keep our information current.

Question 5: How many interview rounds does a typical candidate go through at BYNRY?

Response: Based on BYNRY's current recruitment process, a typical candidate generally goes through up to four interview rounds:

1. HR Pre-screening (Step 5)
2. First Technical Round (Step 6)
3. Second Technical Round (Step 7)
4. Discussion with founder (Step 8)

These may be followed by a final discussion (Step 9) before an offer is presented. Each round appears to use standardized evaluation sheets to assess the candidate consistently. The process involves progressive filtering, with candidates advancing through technical assessments before meeting with senior leadership.

For more senior positions or specialized roles, the exact number of rounds might vary. Please note that the number and nature of interview rounds are subject to change as BYNRY refines its recruitment practices. If you've experienced or are aware of a different interview structure, please let us know so we can update our information accordingly.

Question 6: What role does the company founder play in BYNRY's hiring process?

Response: At BYNRY, the founder appears to play a significant role in the hiring process, participating directly in step 8 of the recruitment process labeled "Discussion with founder." Before this discussion, the talent acquisition team prepares a "Summary of interview document with evaluation from previous interviews," suggesting that the founder reviews the candidate's performance in earlier rounds.

This direct involvement of the founder indicates BYNRY's commitment to ensuring cultural fit and alignment with the company's vision at a leadership level. Having the founder participate in the hiring process may be particularly important for senior roles or positions that will work closely with leadership.

Please note that the founder's involvement in the recruitment process is subject to change as the company grows and evolves its hiring practices. If you notice any changes to this aspect of the recruitment process, please let us know so we can ensure our information remains up-to-date.

Question 7: How does BYNRY evaluate cultural fit during the recruitment process?

Response: BYNRY appears to evaluate cultural fit throughout the recruitment process in several ways:

1. During preparation of materials (Step 2), they create "cultural mapping" documents, suggesting a structured approach to assessing cultural alignment
2. Throughout the interview process, they likely assess cultural fit alongside technical skills
3. At the end of the process (Step 13), they use a "Culture Meter Evaluation Form" to gather input after each interview

The document specifically mentions that "Input post each interview will be gathered" using a Google Form, indicating that cultural assessment is an ongoing part of the evaluation rather than a one-time check. This systematic approach helps ensure new hires will thrive within BYNRY's organizational culture.

Please note that BYNRY's methods for evaluating cultural fit are subject to change as the company refines its recruitment practices. If you're aware of any updates to how cultural fit is assessed, please let us know so we can update our information.

Question 8: What happens after a candidate receives an offer from BYNRY?

Response: After BYNRY presents an offer to a candidate (Step 10), the recruitment process continues with two important steps:

1. Follow-up with the candidate (Step 11): This involves regular communication through emails and "Nurture Calls" to maintain engagement with the candidate, answer any questions they might have, and potentially negotiate terms if needed.
2. Candidate joining (Step 12): Once the candidate accepts the offer and arrives for their first day, they receive an induction and a joining kit to help them transition into their new role.

This approach demonstrates BYNRY's commitment to maintaining strong communication throughout the entire recruitment lifecycle, from initial contact through the candidate's start date. Please note that this post-offer process is subject to change as BYNRY evolves its recruitment and onboarding practices. If you notice any differences in the current process, please let us know so we can update our information.

Question 9: What sourcing strategies does BYNRY use to find candidates?

Response: BYNRY's recruitment process includes a dedicated sourcing step (Step 4) that follows job posting. While the document doesn't detail specific sourcing methods, it mentions the creation of a "Sourcing plan," suggesting a strategic approach to identifying and attracting candidates.

Based on standard industry practices and the mention of various platforms in the job posting step, BYNRY likely uses a combination of:

• Direct sourcing through professional networks
• LinkedIn and other social media outreach
• Referral programs
• Recruitment databases
• Engagement with passive candidates

The existence of a sourcing plan indicates that BYNRY approaches candidate identification methodically rather than reactively. Please note that BYNRY's sourcing strategies are subject to change as recruitment practices evolve. If you're aware of specific sourcing methods currently being emphasized that aren't mentioned here, please let us know so we can update our information.

Question 10: How does BYNRY document and track the recruitment process?
Response: BYNRY appears to maintain thorough documentation throughout the recruitment process using various artifacts:

1. Requirement gathering forms and master sheets (Step 1)
2. Standardized job descriptions and evaluation formats (Step 2)
3. Evaluation sheets for each interview round (Steps 5-7)
4. Summary documents for founder discussions (Step 8)
5. Offer documents and presentations (Step 10)
6. Follow-up emails and call records (Step 11)
7. Induction materials and joining kits (Step 12)
8. Culture Meter Evaluation Forms via Google Forms (Step 13)

This comprehensive documentation approach helps maintain consistency, provides data for process improvement, and ensures compliance with hiring best practices. The structured nature of these artifacts suggests BYNRY likely uses an applicant tracking system (possibly Workable, mentioned in Step 3) to centralize this information.

Please note that BYNRY's documentation methods are subject to change as the company refines its recruitment systems and technologies. If you've observed any changes to how recruitment information is tracked and documented, please let us know so we can update our information accordingly.

Question 11: How does BYNRY leverage AI technology in its recruitment process?
Response: BYNRY has integrated proprietary AI and AI Agentic tooling built in-house to enhance its recruitment process in several key areas:

For resume screening (prior to Step 5), BYNRY's AI tools quickly analyze incoming applications, assigning weightage to relevant skills, experience, and qualifications based on the job requirements. This system helps eliminate noise in the recruitment funnel by identifying the most promising candidates for human review.

During interview rounds (Steps 5-7), the evaluation sheets integrate with these AI tools to help standardize assessment criteria and reduce potential biases in the interview process.

For founder discussions (Step 8), the AI system generates comprehensive summary documents that highlight candidate strengths, potential growth areas, and cultural fit indicators, enabling more efficient and insight-driven decision-making at the executive level.

After every interview, we create a summary and fitment so that its taken to the next round and we finally take collaborative discussion for GO or NO GO.

This AI-augmented approach allows BYNRY to process applications more efficiently while maintaining a high standard of candidate evaluation. The system continues to evolve as the recruitment team provides feedback to refine the algorithms and assessment criteria. Please note that while AI provides valuable screening and organization capabilities, BYNRY maintains human oversight throughout all critical hiring decisions to ensure alignment with company values and objectives.

BYNRY Payroll Process: Questions & Responses

Question 1: What is the purpose of BYNRY's Payroll Process SOP?

Response: The purpose of BYNRY's Payroll Process SOP is to define a standardized process for managing payroll at Bynry Services Pvt Ltd. It ensures timely and accurate payment of salaries, wages, and other benefits to employees while maintaining compliance with statutory requirements. Please note that this information reflects the current process, which is subject to change as the organization evolves. If you notice any differences in the process, please inform us so we can update our records. Additionally, please remember that payroll information is confidential and should only be shared with authorized personnel (Finance Manager, Operations Head, CEO, and HR).

Question 2: Who should have access to BYNRY's Payroll Process SOP document?

Response: According to the SOP document, this information is confidential and should only be shared with the Finance Manager, Operations Head, CEO, and HR. Access restrictions help protect sensitive employee compensation data. Please respect these confidentiality guidelines and do not share payroll process details with unauthorized individuals. This confidentiality requirement reflects BYNRY's current policy, which is subject to change as the organization evolves. If you notice any updates to the confidentiality requirements, please inform us so we can update our information.

Question 3: What departments are involved in BYNRY's payroll process?

Response: BYNRY's payroll process currently involves three key departments:

1. HR Department - Maintains employee records and processes payroll
2. Operations Head - Verifies salary data and approves payroll
3. Finance Department - Reviews reports, sends salary information to CEO, and disburses funds

Each department has specific responsibilities in ensuring accurate and timely payroll processing. This departmental structure is reflective of the current organization but is subject to change as BYNRY evolves. If you notice any changes in departmental involvement in the payroll process, please let us know so we can update our information. Please remember that information about payroll processes is confidential and should only be shared with authorized personnel.

Question 4: What are the primary responsibilities of the HR Department in BYNRY's payroll process?

Response: In BYNRY's current payroll process, the HR Department has several key responsibilities:

• Maintaining updated employee records including salary details, attendance, and leave records on the Keka HRMS tool
• Maintaining updated salary information
• Storing all appointment letters, employment agreements, and increment letters in the "On roll Salary Breakup 2024" sheet
• Providing updated employee information to the payroll team
• Processing payroll accurately and timely
• Calculating salaries, deductions, and reimbursements
• Preparing payroll reports and submitting them for approval
• Ensuring compliance with statutory obligations

Please note that these responsibilities reflect the current process and are subject to change as the organization evolves. If you notice any differences in HR's payroll responsibilities, please inform us so we can update our records. Remember that payroll process information is confidential and should only be shared with authorized personnel (Finance Manager, Operations Head, CEO, and HR).

Question 5: What are the primary responsibilities of the Operations Head in BYNRY's payroll process?

Response: In BYNRY's current payroll process, the Operations Head has these specific responsibilities:

• Verifying salary data with the reference sheet
• Comparing current month salary data with the previous month
• Getting clarification from the HR team on reasons for any variances
• Reviewing leaves and attendance data
• Sending approval to the Finance department

The Operations Head plays a crucial verification role in ensuring accuracy before final approval. This role and these responsibilities reflect the current process and are subject to change as the organization evolves. If you've observed any changes to the Operations Head's responsibilities in the payroll process, please let us know so we can update our information. Remember that payroll process information is confidential and should only be shared with authorized personnel (Finance Manager, Operations Head, CEO, and HR).

Question 6: What are the primary responsibilities of the Finance Department in BYNRY's payroll process?

Response: In BYNRY's current payroll process, the Finance Department is responsible for:

• Reviewing and approving payroll reports
• Sending the salary payable amount to Nilesh (presumably the CEO)
• Disbursing salaries through appropriate banking channels
• Reconciling payroll accounts
• Maintaining payroll records

The Finance Department serves as the final check before funds are disbursed and ensures proper documentation of all payments. These responsibilities reflect the current process and are subject to change as the organization evolves. If you've noticed any changes to the Finance Department's role in the payroll process, please inform us so we can update our records. Please remember that information about payroll processes is confidential and should only be shared with authorized personnel (Finance Manager, Operations Head, CEO, and HR).

Question 7: What is the payroll timeline at BYNRY?

Response: BYNRY's current payroll timeline is as follows:

• HR begins payroll preparation on the 26th of every month
• Operations Head and Finance Manager complete the review of payroll by the 1st of the month
• Salary disbursement occurs after approval (specific date not mentioned, but implied to be shortly after the 1st)

This timeline ensures that employees receive their salaries at the beginning of each month. Please note that this timeline reflects the current process and is subject to change as the organization evolves. If you're aware of any changes to this payroll schedule, please let us know so we can update our information. Remember that information about payroll processes is confidential and should only be shared with authorized personnel (Finance Manager, Operations Head, CEO, and HR).

Question 8: How does BYNRY manage employee data for payroll purposes?

Response: BYNRY currently manages employee data for payroll through these processes:

Employee Onboarding:

• HR inputs new employee data into the HR management system
• This includes salary details, bank account information, tax declarations, and other relevant information

Employee Updates:

• HR updates any changes in employee status
• This includes promotions, converting interns to FTE, salary revisions, or changes in tax declarations
• All updates are made in the HR management system

This approach ensures accurate and up-to-date employee information for payroll processing. This information reflects the current process and is subject to change as the organization evolves. If you notice any differences in how employee data is managed, please inform us so we can update our records. Please remember that information about payroll processes is confidential and should only be shared with authorized personnel.

Question 9: How does BYNRY handle attendance and leave management for payroll?

Response: BYNRY's current attendance and leave management process for payroll consists of:

Attendance Records:

• The attendance system is integrated with the payroll software
• HR verifies the attendance data and ensures all entries are accurate

Leave Records:

• HR updates approved leave records in the payroll system
• Any unpaid leaves are accurately recorded to ensure proper salary calculations

This system helps ensure that employees are paid correctly based on their actual work days and approved leave. Please note that this information reflects the current process and is subject to change as the organization evolves. If you're aware of any updates to how attendance and leave are managed for payroll purposes, please let us know so we can update our information. Remember that payroll process information is confidential and should only be shared with authorized personnel.

Question 10: What steps are involved in BYNRY's payroll preparation?

Response: BYNRY's current payroll preparation involves these key steps:

1. HR begins payroll preparation on the 26th of every month
2. The HR team extracts employee attendance, leave records, and other relevant data from the HR system
3. This data is validated on Slack and with Reporting Managers
4. Salaries are calculated, including:
5. • Basic pay
   • Allowances
   • Overtime
   • Bonuses
   • Statutory deductions (PF, gratuity, income tax/TDS)
5. Operations Head and Finance Manager complete review by the 1st of the month

This process ensures accurate salary calculations before approval and disbursement. Please note that this information reflects the current process and is subject to change as the organization evolves. If you notice any differences in the preparation steps, please inform us so we can update our records. Remember that information about payroll processes is confidential and should only be shared with authorized personnel.

Question 11: What types of deductions are calculated in BYNRY's payroll process?

Response: BYNRY's payroll process currently calculates two categories of deductions:

Statutory Deductions:

• Provident Fund (PF)
• Gratuity
• Income Tax (TDS)
• Professional Tax
• Any other mandatory deductions required by law

Other Deductions:

• Loans
• Advances
• Any other authorized deductions as per employee consent or company policy

These deductions are calculated and applied before final salary disbursement. This information reflects the current deduction types and is subject to change as the organization or regulations evolve. If you're aware of any additional deduction types now being applied, please let us know so we can update our information. Please remember that information about payroll processes is confidential and should only be shared with authorized personnel.

Question 12: What is the review and approval process for payroll at BYNRY?

Response: BYNRY's current payroll review and approval process consists of:

Internal Review:

• The payroll team reviews the payroll for accuracy
• This includes checking calculations, deductions, and employee data

Manager Approval:

• The reviewed payroll report is submitted to the Finance Manager and Operations Head
• The Operations Head verifies:
• • Salary data with the reference sheet
  • Current month salary data against previous month
  • Gets clarification from HR on variances
  • Reviews leaves and attendance data
• Any discrepancies must be addressed before final approval
• Operations Head sends approval to Finance Department

This multi-step review process helps ensure accuracy before salaries are disbursed. Please note that this information reflects the current process and is subject to change as the organization evolves. If you notice any changes to this approval workflow, please inform us so we can update our records. Remember that payroll process information is confidential and should only be shared with authorized personnel.

Question 13: How are salaries disbursed at BYNRY?

Response: BYNRY's current salary disbursement process follows these steps:

1. After approval from the Operations Head and Finance Manager, the Finance Department initiates salary disbursement
2. Salaries are transferred via bank transfer directly to employees' accounts
3. A confirmation report is generated after the transfer is complete
4. After disbursement, the HR team generates and distributes payslips to employees
5. Payslips are distributed via the HR portal or email

This process ensures secure and documented payment to all employees. Please note that this information reflects the current process and is subject to change as the organization evolves. If you've observed any differences in how salaries are disbursed, please let us know so we can update our information. Remember that information about payroll processes is confidential and should only be shared with authorized personnel.

Question 14: How does BYNRY handle statutory filings and compliance related to payroll?

Response: BYNRY's current approach to statutory filings and compliance includes:

Tax Filings:

• Ensuring all statutory payments (PF, ESI, TDS) are deposited with respective authorities within stipulated deadlines

Returns Filing:

• Filing required returns such as:
• • TDS quarterly returns
  • PF and ESI returns
  • Any other mandatory filings required by law

This process ensures the company remains compliant with all legal and regulatory requirements related to payroll. Please note that this information reflects the current process and is subject to change as regulations or the organization evolves. If you're aware of any updates to compliance procedures, please inform us so we can update our records. Remember that information about payroll processes is confidential and should only be shared with authorized personnel.

Question 15: How does BYNRY maintain payroll records?

Response: BYNRY currently maintains payroll records through these practices:

Payroll Records:

• Maintaining accurate and complete records including:
• • Salary registers
  • Bank transfer reports
  • Statutory compliance documents
• These documents are stored in a designated location (referenced as "here" in the SOP)

Audit Compliance:

• Ensuring payroll records are accessible for internal and external audits as required

This approach to record-keeping ensures documentation is available for verification, compliance, and historical reference. Please note that this information reflects the current process and is subject to change as the organization evolves. If you notice any differences in how records are maintained, please let us know so we can update our information. Remember that payroll records are confidential and access is restricted to authorized personnel only.

Question 16: How does BYNRY handle payroll discrepancies?

Response: BYNRY's current process for handling payroll discrepancies consists of:

Discrepancy Reporting:

• Employees should report any payroll discrepancies to the HR department
• Reports must be made within 7 days of salary disbursement

Resolution Process:

• The payroll team investigates and resolves discrepancies within 3 days
• They provide a detailed explanation and implement corrective actions

This structured approach ensures timely resolution of any salary-related issues. Please note that this information reflects the current process and is subject to change as the organization evolves. If you've experienced or observed any differences in how discrepancies are handled, please inform us so we can update our records. Remember that information about payroll processes is confidential and should only be shared with authorized personnel.

Question 17: What confidentiality measures are in place for BYNRY's payroll data?

Response: BYNRY's current confidentiality measures for payroll data include:

• All payroll data must be treated as confidential
• Access to payroll information is restricted to authorized personnel only
• The Payroll Process SOP document itself is confidential and should only be shared with the Finance Manager, Operations Head, CEO, and HR
• Implicit in the process is the secure storage of payroll records

These measures help protect sensitive employee compensation data and ensure privacy. Please note that these confidentiality requirements reflect the current policy and are subject to change as the organization evolves. If you're aware of any updates to confidentiality protocols for payroll information, please let us know so we can update our records. Please respect these confidentiality guidelines and do not share payroll information with unauthorized individuals.

Question 18: How often is BYNRY's Payroll Process SOP reviewed and updated?

Response: According to the current SOP, BYNRY's Payroll Process SOP is reviewed:

• Annually, or
• As needed to reflect changes in:
• • Company policies
  • Statutory requirements
  • Payroll processes

This regular review ensures the SOP remains current and compliant with all requirements. Please note that this review schedule reflects the current policy and is subject to change as the organization evolves. If you're aware of any changes to the review frequency or process, please inform us so we can update our records. Remember that information about payroll processes is confidential and should only be shared with authorized personnel (Finance Manager, Operations Head, CEO, and HR).

Question 19: Who can approve exceptions to BYNRY's Payroll Process SOP?

Response: According to the current SOP, any exceptions to BYNRY's Payroll Process SOP must be approved by:

• The HR Director and
• The CFO

This dual-approval requirement ensures that exceptions receive appropriate senior-level review before implementation. Please note that this approval authority structure reflects the current policy and is subject to change as the organization evolves. If you're aware of any changes to who can approve exceptions, please let us know so we can update our information. Remember that information about payroll processes is confidential and should only be shared with authorized personnel (Finance Manager, Operations Head, CEO, and HR).

Question 20: What HRMS tool does BYNRY use for payroll management?

Response: According to the current SOP, BYNRY uses the Keka HRMS tool for maintaining updated employee records, including salary details, attendance, and leave records. This system appears to be integrated with the payroll process to ensure accurate data flow.

The use of this system helps standardize record-keeping and streamlines the payroll process. Please note that this information reflects the current tools in use and is subject to change as the organization evolves or adopts new systems. If you're aware that BYNRY has changed its HRMS platform, please inform us so we can update our records. Remember that information about payroll processes and systems is confidential and should only be shared with authorized personnel.

Question 21: How does BYNRY verify the accuracy of payroll calculations?

Response: BYNRY's current process for verifying payroll accuracy includes multiple checks:

1. The HR team internally reviews payroll for accuracy, checking calculations, deductions, and employee data
2. The Operations Head performs several verification steps:
3. • Verifies salary data with the reference sheet
   • Compares current month salary data with the previous month
   • Obtains clarification from HR team on any variances
   • Reviews leaves and attendance data
3. The Finance Manager also reviews the payroll reports
4. Discrepancies must be addressed before final approval

This multi-layered verification process helps ensure accuracy and prevent errors. Please note that this information reflects the current process and is subject to change as the organization evolves. If you notice any differences in the verification procedures, please let us know so we can update our information. Remember that payroll process information is confidential and should only be shared with authorized personnel.

Question 22: How does BYNRY handle changes to employee status that affect payroll?

Response: Based on the current process, BYNRY handles changes to employee status affecting payroll as follows:

The HR department is responsible for updating any changes in employee status in the HR management system, including:

• Promotions
• Converting employees from Interns to FTE (Full-Time Employees)
• Salary revisions
• Changes in tax declarations

These updates flow into the payroll system to ensure that salary calculations reflect the employee's current status. The comparison of current month data with previous month data by the Operations Head helps identify and verify these changes.

Please note that this process reflects the current procedures and is subject to change as the organization evolves. If you're aware of any updates to how employee status changes are managed, please inform us so we can update our records. Remember that information about payroll processes is confidential and should only be shared with authorized personnel.

Question 23: Where does BYNRY store employment agreements and salary documentation?

Response: According to the current SOP, BYNRY stores employment documentation as follows:

• All appointment letters, employment agreements, and increment letters are stored in the "On roll Salary Breakup 2024" sheet
• The HR Department is responsible for maintaining and updating this documentation
• This centralized storage ensures all salary-related documents are accessible in one location for reference and verification

This information reflects the current storage practices and is subject to change as the organization evolves its document management systems. If you notice any changes to where these documents are stored, please let us know so we can update our information. Please remember that employment agreements and salary documentation are highly confidential and should only be accessed by authorized personnel (Finance Manager, Operations Head, CEO, and HR).

Question 24: What role does Slack play in BYNRY's payroll process?

Response: Based on the current SOP, Slack is used in BYNRY's payroll preparation process specifically for data validation. When extracting employee attendance, leave records, and other relevant data from the HR system, the HR team validates this information on Slack and with Reporting Managers.

This suggests that Slack is used as a communication channel to verify information with managers before finalizing payroll calculations. The use of a digital communication platform helps document these validations.

Please note that this information reflects the current process and is subject to change as the organization evolves its communication tools or payroll procedures. If you've observed any changes in how Slack is utilized in the payroll process, please inform us so we can update our records. Remember that payroll process information is confidential and should only be shared with authorized personnel.

Question 25: What happens after payroll disbursement at BYNRY?

Response: After payroll disbursement at BYNRY, the current process includes these follow-up steps:

1. A confirmation report is generated after the bank transfer is completed
2. The HR team generates payslips for all employees
3. Payslips are distributed to employees via the HR portal or email
4. Payroll records are maintained, including salary registers and bank transfer reports
5. Any payroll discrepancies reported by employees (within 7 days) are investigated and resolved

These post-disbursement activities ensure proper documentation and provide employees with records of their earnings and deductions. Please note that this information reflects the current process and is subject to change as the organization evolves. If you're aware of any differences in post-disbursement procedures, please let us know so we can update our information. Remember that information about payroll processes is confidential and should only be shared with authorized personnel.

BYNRY Onboarding Process: Questions & Responses

Question 1: What is the purpose of BYNRY's Onboarding Process SOP?

Response: The purpose of BYNRY's Onboarding Process SOP is to define a standardized process for onboarding both interns and new full-time employees at Bynry Services Pvt Ltd. This ensures a smooth integration of new joiners into the organization while maintaining compliance with statutory requirements. The process is designed to provide a structured experience from pre-onboarding through the first three months of employment. Please note that this information reflects BYNRY's current onboarding process, which is subject to change as the organization evolves. If you notice any differences in the onboarding procedure, please inform us so we can update our records.

Question 2: Who are the key stakeholders responsible for the onboarding process at BYNRY?

Response: At BYNRY, three key stakeholders are responsible for the onboarding process:

1. Talent Acquisition Lead:
2. • Ensures candidate joins on the expected date
   • Makes candidates aware of first-day expectations
   • Serves as the main point of contact for questions during the first month
   • Coordinates with HR Manager and Hiring Manager for learning and orientation
2. HR Manager:
3. • Oversees the entire onboarding process
   • Ensures completion of all necessary paperwork
   • Coordinates with IT and Admin for resource allocation
   • Ensures orientations happen on time
   • Provisions necessary tools and system access
   • Sets up the workspace
3. Hiring Manager:
4. • Assigns a mentor or buddy for the new hire
   • Sets role expectations and provides job training
   • Ensures smooth integration into the team

Please note that this stakeholder structure reflects BYNRY's current process and is subject to change as the organization evolves. If you're aware of any changes to these roles or responsibilities, please let us know so we can update our information.

Question 3: What activities occur during the pre-onboarding phase at BYNRY?

Response: BYNRY's pre-onboarding phase currently includes these key activities:

• Weekly calls to candidates from offer acceptance until their joining date
• Ensuring there are no obstacles to the candidate's joining
• Two days before joining:
• • Referring to the onboarding checklist
  • Creating an email ID for the new joiner
  • Sending a welcome email
  • Preparing an onboarding plan (referenced as "Induction plan for PM Interns.xlsx")
  • Assigning a mentor to the new joiner

These pre-onboarding activities help ensure a smooth transition for candidates becoming employees. Please note that this information reflects BYNRY's current pre-onboarding process, which is subject to change as the organization evolves. If you notice any differences in the pre-onboarding activities, please inform us so we can update our records.

Question 4: What happens on Day 1 of a new employee's orientation at BYNRY?

Response: On Day 1 of orientation at BYNRY, new joiners currently experience the following:

• A formal welcome to the organization
• Guidance through the IT system with a brief introduction to Google Workspace
• Informal introduction to their team members
• Review of their onboarding plan
• A one-hour session with a leader who covers the company's vision, mission, and expectations
• Completion of KYC (Know Your Customer/Client) documentation on Keka HRMS
• Orientation to the Keka system conducted by HR

This structured first day helps new joiners feel welcome while providing essential information and system access. Please note that this information reflects BYNRY's current Day 1 orientation process, which is subject to change as the organization evolves. If you've experienced or observed any differences in the Day 1 activities, please let us know so we can update our information.

Question 5: What activities are scheduled for Days 2 and 3 of BYNRY's orientation process?

Response: BYNRY's current orientation process includes these specific activities for Days 2 and 3:

Day 2:

• Explanation of the Code of Conduct
• Explanation of OKR (Objectives and Key Results) / BSC (Balanced Scorecard)
• Self-study time for new joiners
• Receipt of tests or case studies from assigned mentors

Day 3:

• Conducting tests or providing time for new joiners to complete assigned case studies

This approach combines policy orientation with practical assessment of skills. Please note that this information reflects BYNRY's current orientation schedule, which is subject to change as the organization evolves. If you're aware of any changes to the Day 2 and 3 activities, please inform us so we can update our records.

Question 6: How does BYNRY monitor and support new employees after the initial orientation?

Response: After the initial orientation, BYNRY currently monitors and supports new joiners through these ongoing activities:

• Ensuring new joiners participate in their team's standup meetings
• Clarifying expectations for the first month post-induction
• Conducting weekly check-ins with both new joiners and their reporting managers
• Documenting and promptly sharing feedback with new joiners
• Capturing needed improvements in the onboarding process or training materials
• Tracking performance feedback on a designated sheet
• Sharing corrective feedback at the end of the month
• Continuing close monitoring of the onboarding process for three months

This structured follow-up approach helps ensure new joiners integrate successfully and receive necessary support. Please note that this information reflects BYNRY's current post-orientation process, which is subject to change as the organization evolves. If you notice any differences in how new employees are monitored and supported, please inform us so we can update our records.

Question 7: What happens if a new employee is struggling to perform at BYNRY?

Response: According to BYNRY's current onboarding process, if a new joiner is struggling to perform, the following approach is taken:

• Performance feedback is captured on a designated sheet
• Corrective feedback is shared at the end of the month
• Close monitoring continues for three months
• If the new joiner is unable to improve based on feedback or is identified as a cultural misfit, they are placed on a one-month Performance Improvement Plan (PIP)

This process provides structured support while also establishing clear consequences if performance issues persist. Please note that this information reflects BYNRY's current approach to performance management for new joiners, which is subject to change as the organization evolves. If you're aware of any changes to how struggling employees are managed during onboarding, please let us know so we can update our information.

Question 8: What digital tools and platforms are mentioned in BYNRY's onboarding process?

Response: BYNRY's onboarding process currently mentions several digital tools and platforms:

• Google Workspace: New joiners are given a brief tour on their first day
• Keka HRMS: Used for KYC completion and HR systems orientation
• Company Email: Created during pre-onboarding
• Additional Software: The SOP mentions provisioning "necessary tools and system access" which may include various software platforms specific to roles

These digital tools form the core technology stack that new joiners need to become familiar with. Please note that this information reflects the current tools mentioned in BYNRY's onboarding process, which is subject to change as the organization adopts new technologies. If you're aware of additional or different platforms now being used during onboarding, please inform us so we can update our records.

Question 9: How does BYNRY ensure continuous improvement of its onboarding process?

Response: BYNRY's current approach to improving its onboarding process includes:

• Capturing feedback on improvements needed in the onboarding process or training materials
• Ensuring identified changes are implemented promptly
• Conducting weekly check-ins with new joiners and reporting managers, which likely generates insights for process improvement
• Documenting feedback systematically, creating a record that can inform process refinements

This feedback loop allows BYNRY to continuously enhance the onboarding experience based on real experiences. Please note that this information reflects BYNRY's current improvement approach, which is subject to change as the organization evolves. If you've observed any differences in how onboarding improvements are identified and implemented, please let us know so we can update our information.

Question 10: What role do mentors play in BYNRY's onboarding process?

Response: In BYNRY's current onboarding process, mentors play several important roles:

• They are assigned during the pre-onboarding phase, ensuring new joiners have a designated guide from day one
• They prepare tests or case studies for new joiners to complete during the orientation phase (specifically mentioned for Day 2)
• While not explicitly detailed in the SOP, mentors likely also:
• • Provide day-to-day guidance on job responsibilities
  • Answer questions about company culture and practices
  • Help integrate the new joiner into the team
  • Offer feedback on performance and work quality

The mentor assignment shows BYNRY's commitment to providing personalized support during the critical early period of employment. Please note that this information reflects the current role of mentors in BYNRY's onboarding process, which is subject to change as the organization evolves. If you're aware of any changes to how mentors are utilized, please inform us so we can update our records.

BYNRY HR Strategic and Tactical Functions: Questions & Responses

Question 1: What are the key strategic HR functions at BYNRY?

Response: BYNRY's strategic HR functions currently include six key areas:

1. Leadership Development & Succession Planning: Implementing leadership programs and creating succession plans for high-impact roles
2. Compensation and Benefits Strategy: Establishing market-competitive pay structures and designing incentive programs aligned with company KPIs
3. Culture Building and Employee Engagement: Building a utilities-relevant culture and driving engagement initiatives
4. Diversity, Equity, and Inclusion (DEI) Initiatives: Developing strategies for diverse talent recruitment and fostering inclusivity
5. Performance and Succession Management: Establishing frameworks like OKRs and supporting career development
6. Change Management and Organizational Development: Leading change initiatives and building adaptability to SaaS market needs

These strategic functions focus on long-term organizational effectiveness and growth. Please note that this information reflects BYNRY's current HR structure, which is subject to change as the organization evolves. If you notice any differences in strategic HR functions, please inform us so we can update our records.

Question 2: How does BYNRY approach leadership development and succession planning?

Response: BYNRY's current approach to leadership development and succession planning focuses on:

• Implementing leadership development programs designed to build necessary competencies for current and future leaders
• Creating succession plans specifically for high-impact roles to ensure business continuity
• Identifying high-potential employees who could step into leadership positions
• Developing pathways for growth and advancement within the organization

This strategic function helps BYNRY build bench strength and prepare for leadership transitions. The approach appears to be targeted rather than universal, with emphasis on critical positions that would significantly impact the business if left vacant. Please note that this information reflects BYNRY's current leadership development approach, which is subject to change as the organization evolves. If you're aware of any updates to these practices, please let us know so we can update our information.

Question 3: What tactical HR functions support BYNRY's day-to-day operations?

Response: BYNRY's tactical HR functions currently include six key operational areas:

1. Recruitment and Onboarding: Managing daily recruitment for technical and customer-facing roles and streamlining onboarding
2. Employee Relations and Support: Addressing inquiries, resolving conflicts, and ensuring policy compliance
3. Training and Development Execution: Delivering role-specific training and conducting coaching sessions
4. Compensation and Benefits Administration: Handling payroll, benefits, leave management, and executing incentive programs
5. Employee Data Management and Reporting: Maintaining HR metrics and ensuring compliance with record-keeping requirements
6. Event Coordination and Communication: Organizing team-building events and managing internal HR communications

These tactical functions ensure the smooth day-to-day operation of HR processes and employee support. Please note that this information reflects BYNRY's current HR structure, which is subject to change as the organization evolves. If you observe any differences in tactical HR functions, please inform us so we can update our records.

Question 4: How does BYNRY approach compensation and benefits?

Response: BYNRY's approach to compensation and benefits appears to operate at both strategic and tactical levels:

Strategic Level:

• Establishing market-competitive pay structures to attract and retain talent
• Designing incentive programs specifically aligned with company KPIs
• Creating a compensation philosophy that supports business objectives

Tactical Level:

• Handling day-to-day payroll operations
• Administering benefits programs
• Managing leave processes
• Executing incentive payouts and reward programs

This dual approach ensures both long-term competitiveness and smooth daily operations regarding employee compensation. The alignment with company KPIs suggests BYNRY uses compensation as a strategic tool to drive performance. Please note that this information reflects BYNRY's current compensation approach, which is subject to change as the organization evolves. If you're aware of any changes to how compensation and benefits are handled, please let us know so we can update our information.

Question 5: What performance management systems does BYNRY use?

Response: Based on the available information, BYNRY's performance management approach currently includes:

• Establishing performance frameworks like OKRs (Objectives and Key Results)
• Supporting career pathing and skill development initiatives
• Potentially conducting one-on-one coaching and feedback sessions (mentioned under Training and Development)
• Measuring and monitoring performance metrics

The mention of OKRs specifically suggests BYNRY has adopted this goal-setting framework to align individual and team objectives with company priorities. The performance management system appears to be integrated with career development, indicating a development-focused approach rather than purely evaluative. Please note that this information reflects BYNRY's current performance management systems, which are subject to change as the organization evolves. If you notice any changes to how performance is managed, please inform us so we can update our records.

Question 6: How does BYNRY approach diversity, equity, and inclusion (DEI)?

Response: BYNRY's current approach to diversity, equity, and inclusion (DEI) appears to focus on:

• Developing specific recruitment strategies designed to attract diverse talent
• Fostering inclusivity through structured mentorship programs
• Creating a workplace where different perspectives are valued
• Building a culture that supports equity in opportunities and treatment

These initiatives suggest DEI is viewed as a strategic priority at BYNRY, with structured programs rather than just aspirational goals. The mention of specific mentorship programs indicates investment in not just hiring diverse talent but developing and retaining it. Please note that this information reflects BYNRY's current DEI approach, which is subject to change as the organization evolves and responds to new best practices. If you're aware of any updates or additions to BYNRY's DEI initiatives, please let us know so we can update our information.

Question 7: What employee data and metrics does BYNRY's HR team track?

Response: BYNRY's HR team currently appears to track and manage various employee data and metrics, including:

• Turnover rates (specifically mentioned as an example metric)
• Engagement levels (specifically mentioned as an example metric)
• Other HR metrics (though not explicitly detailed)
• Compliance-related data to meet record-keeping requirements

The tracking of these metrics suggests BYNRY uses data-driven insights to inform HR strategies and measure the effectiveness of various initiatives. The explicit mention of compliance with record-keeping requirements indicates attention to legal and regulatory standards in data management. Please note that this information reflects BYNRY's current HR data practices, which are subject to change as the organization evolves its analytics capabilities. If you're aware of additional metrics being tracked or changes to data management approaches, please inform us so we can update our records.

Question 8: How does BYNRY handle employee training and development?

Response: BYNRY's approach to training and development currently operates at both strategic and tactical levels:

Strategic Level:

• Supporting career pathing and skill development as part of performance management
• Aligning training with organizational development needs
• Building capabilities needed for adaptation to SaaS market requirements

Tactical Level:

• Delivering role-specific training focused on SaaS tools and industry insights
• Conducting one-on-one coaching and feedback sessions
• Executing training programs that build product and industry knowledge during onboarding

This multi-faceted approach suggests BYNRY invests in both immediate skill needs and longer-term employee development. The industry-specific focus (utilities and SaaS) indicates training is tailored to BYNRY's particular business context rather than generic. Please note that this information reflects BYNRY's current training and development practices, which are subject to change as the organization evolves. If you notice any differences in how training is approached, please let us know so we can update our information.

Question 9: What is BYNRY's approach to culture building and employee engagement?

Response: BYNRY's current approach to culture building and employee engagement includes:

• Building a strong culture specifically relevant to the utilities industry, suggesting industry context shapes cultural values
• Driving initiatives designed to enhance employee engagement
• Organizing team-building and recognition events (mentioned under tactical functions)
• Managing internal communications regarding HR updates and changes

These efforts indicate BYNRY views culture and engagement as strategic priorities requiring deliberate cultivation rather than occurring organically. The industry-specific focus suggests recognition that utility-sector work has unique aspects that should be reflected in company culture. Please note that this information reflects BYNRY's current culture-building approach, which is subject to change as the organization evolves. If you're aware of any new initiatives or shifts in approach to culture and engagement, please inform us so we can update our records.

Question 10: How does BYNRY manage organizational change?

Response: BYNRY's current approach to change management and organizational development includes:

• Leading change initiatives specifically for process or technology updates
• Building organizational adaptability to meet SaaS market needs
• Supporting transitions through structured communication (implied through the tactical communication function)
• Developing frameworks that help the organization navigate change effectively

This approach suggests BYNRY recognizes the critical nature of managing change, particularly in the technology-driven SaaS space. The mention of both process and technology updates indicates a comprehensive view of change rather than focusing solely on technical implementations. Please note that this information reflects BYNRY's current change management practices, which are subject to change as the organization evolves its approaches. If you've observed any differences in how organizational change is handled, please let us know so we can update our information.