Employment policy

Young Tinker Foundation Employment Policy

At Young Tinker Foundation, we are committed to creating a purpose-driven, accountable, and growth-oriented workplace. Our employment policy is designed to balance employee growth with organizational continuity, ensuring that our ultimate beneficiaries—students and communities on the ground—do not suffer due to gaps in performance, accountability, or employment transitions.

1. Equal Opportunity Employment

Young Tinker Foundation is an equal opportunity employer. We are dedicated to providing a workplace free from discrimination based on race, color, religion, gender, sexual orientation, age, disability, or any other legally protected characteristic. We believe in the power of diversity and are committed to building a team that reflects the communities we serve.

2. Workplace Culture, Growth Mindset, and Organizational Continuity

Young Tinker Foundation strongly believes in fostering a growth mindset among its employees. Every role in the organization contributes directly or indirectly to student impact, and therefore continuity, accountability, and collective effort are critical.

Our employment terms are designed to:

  • Encourage continuous learning, self-improvement, and ownership of outcomes

  • Promote teamwork and a combined organizational effort toward long-term student impact

  • Ensure that students and on-ground programs do not suffer due to sudden disengagement, poor performance, or abrupt exits.

Employees are expected to align their personal growth with the Foundation’s mission and understand that their work contributes to a larger, long-term impact ecosystem.

3. Hiring and Recruitment Process

We prioritize transparency and fairness in our recruitment process. Job openings are advertised internally and externally, and all candidates are evaluated based on their skills, qualifications, attitude, and potential to contribute to the Foundation’s mission.

The selection process includes:

  • Job application submission

  • Initial screening

  • Interview rounds

  • Reference and background checks (if required)

4. Employment Contracts and Probation Period

Upon selection, all employees are issued an employment contract outlining role responsibilities, compensation, benefits, and key employment terms.

  • A probation period of six (6) months applies to all new hires

  • Performance during probation is closely evaluated for role fit, impact delivery, and cultural alignment

  • Confirmation of permanent employment is granted only after successful completion of probation

5. Working Hours and Attendance

  • Standard working hours: 9:00 AM to 6:00 PM, 6 days a week (may vary based on geography and program needs)

  • One-hour lunch break is included

  • Remote working is not allowed

  • Punctuality and full-day engagement are mandatory

6. Compensation and Benefits

Young Tinker Foundation offers compensation aligned with organizational sustainability and sector benchmarks.

  • Salary is credited monthly, subject to compliance with reporting and performance requirements

  • Employee Benefits Deduction: 1.5% of the employee’s salary is deducted toward employee benefits

7. Professional Development and Training

We invest significantly in training and capacity building. Employees are provided access to:

  • Internal training programs

  • Workshops and skill-development sessions

  • Role-specific learning resources

These investments are made to ensure high-quality delivery and long-term impact.

8. Performance Management and Accountability

Performance management at Young Tinker Foundation is continuous and impact-oriented.

  • Performance reviews are conducted annually and supported by monthly self-evaluation tools

  • Consistent underperformance, lack of ownership, or failure to meet role expectations may result in corrective action or termination

Low Performance and Termination

  • If an employee’s performance remains unsatisfactory despite feedback and support, the organization reserves the right to terminate employment

  • Forfeiture of any outstanding securities, deposits, bonds, or retained amounts as partial or full recovery of the aforementioned expenses.

  • In cases where the employee exits immediately or soon after completing significant training, the organization may additionally require reimbursement of further reasonable costs beyond any forfeited amounts, proportionate to the actual expenses incurred.

9. Karam Kundli (Monthly Impact & Performance Tracker)

Karam Kundli is a mandatory monthly self-evaluation and impact-tracking system used across the organization.

Purpose

  • To track individual employee impact on a monthly basis

  • To mark performance clearly using Red / Green indicators

  • To identify whether key targets have been achieved

  • To understand individual contribution within the organization’s larger mission

Key Requirements

  • Karam Kundli must be self-evaluated and data-backed with evidence (photos, reports, dashboards, links, documents, etc.)

  • Each major responsibility must clearly state whether the target was achieved

  • Evidence linkage is mandatory wherever possible

Submission & Approval Timeline

  • Before 1st of every month: Employee submits Karam Kundli to reporting manager

  • Before 4th of the month:

    • Reporting manager reviews, suggests amendments (if any), and approves

    • Employee must make all required corrections and resubmit before final approval

  • Salary Credit: Salary will be processed only after final approval of the Karam Kundli

Reporting Period Format

  • The Karam Kundli must reflect:

    • Work done across the full four weeks of the previous month

    • A cumulative work calendar prepared over the last four days of the month

    • Clear mention of Monday–Saturday work weeks, including month and year

10. Code of Conduct and Workplace Behavior

Employees are expected to:

  • Treat colleagues, partners, and community members with dignity and respect

  • Maintain confidentiality and data integrity

  • Avoid conflicts of interest

  • Act with honesty, accountability, and responsibility

Moonlighting

  • Moonlighting is strictly prohibited

  • Paid volunteers must seek written approval if working after office hours

11. Leave Policy

  • Employees must inform at least 7 days in advance for planned leave

Consequences for Late Intimation

  • 1–2 days’ prior notice: 1.5 days’ salary deduction

  • Sudden medical leave may be approved only with valid medical proof or admission documents

Leave During Notice Period

  • No leave is permitted during the notice period

  • Medical leave, if granted, will extend the notice period accordingly to ensure completion of the full duration

12. Notice Period

  • A mandatory 3-month notice period applies to employees who have undergone Young Tinker Foundation’s specialized training

  • Notice must be submitted via official email

  • The date of email submission is considered Day 1 of the notice period

  • Leave during notice period is not permitted, except medical emergencies (with extension of notice period)

13. Caution Money Deposit

  • A refundable caution money deposit equivalent to one month’s salary is deducted in three equal installments during the first three months

  • Refund is applicable only if:

    • Full 3-month notice period is served

    • All contractual, performance, and handover obligations are met

14. TA & DA (Travel Allowance & Daily Allowance)

  • TA and DA shall be governed by the Foundation’s approved TA/DA guidelines

  • Claims must be supported by valid bills, approvals, and purpose of travel

  • Reimbursement is subject to verification, budget availability, and managerial approval

  • Detailed TA/DA clauses will be issued as a separate annexure or policy document

15. Grievance and Dispute Resolution

We follow an open-door policy. Employees are encouraged to raise concerns with:

  • Immediate reporting manager, or

  • HR department

All grievances will be handled confidentially and fairly.

16. Health, Safety, and Well-being

Young Tinker Foundation is committed to providing a safe and healthy workplace. Employees must immediately report any safety concerns or hazards.

17. Termination of Employment

Employment may be terminated due to:

  • Performance issues

  • Policy breach or misconduct

  • Redundancy or organizational restructuring

  • Personal reasons (with notice)

In cases of misconduct, breach of trust, or repeated underperformance, immediate termination may apply as per organizational discretion.

This policy is subject to periodic review and revision in alignment with organizational needs and legal requirements.

For any clarifications, please contact: careers@youngtinker.org

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