This official notice is being issued to reinforce workplace discipline, improve productivity, maintain attendance standards, and ensure fairness and accountability across the organization.
The company has observed recurring concerns regarding attendance shortages, frequent leave and half-days, and underperformance despite regular guidance and support from senior team members. Accordingly, all employees are expected to comply with the following policies.
1 Attendance and Leave Policy
Employees are entitled to one leave and one half-day per month, subject to applicable company policy.
Employees must maintain regular attendance and complete their assigned working hours.
Attendance records will be reviewed periodically.
Any attendance-related salary adjustments or consequences must comply with applicable law and the employee's agreed employment terms.
2 Sunday Attendance and Salary Calculation
Sunday attendance and weekly rest-day treatment will be determined according to applicable law, the employee's employment terms, and the company's attendance policy.
If an employee takes leave on Saturday, the treatment of the following Sunday will be determined in accordance with applicable rules and employment terms.
If an employee takes leave on Monday, the treatment of the preceding Sunday will be determined in accordance with applicable rules and employment terms.
Where monthly target achievement is below 60%, the employee's performance may be reviewed alongside attendance. Any resulting action must follow the applicable employment terms and legal requirements.
3 Salary and Incentive Processing
Employees maintaining satisfactory attendance and complying with company policies will ordinarily receive their salaries between the 1st and 10th of each month, subject to applicable statutory requirements.
Any salary-processing delay or adjustment must be supported by a valid basis and must comply with applicable law and agreed employment terms.
Incentives may ordinarily be processed between the 25th and 30th of the month, following verification of performance and payment records.
Incentive eligibility and payment will be governed by the applicable incentive policy.
4 Monthly Performance Requirements
Every Sales Executive is expected to work toward the assigned monthly target and achieve a minimum of 60% of the assigned target, subject to the applicable performance policy.
Employees are expected to:
Follow up with prospective and existing clients regularly.
Maintain accurate sales and payment records.
Respond to guidance from senior team members.
Demonstrate consistent improvement in sales performance.
Take responsibility for their assigned duties and deliverables.
Employees experiencing genuine difficulties in achieving their targets should communicate with management promptly so that appropriate guidance can be provided.
5 Attendance and Performance Review Procedure
Where an employee demonstrates both recurring attendance issues and performance below 60% of the assigned monthly target for two consecutive months, the following review process may be initiated:
An official written warning may be issued.
The employee may be placed under a one-month performance review.
During the review period, the employee will be expected to improve attendance and demonstrate at least 60% achievement of the applicable monthly target.
Management will review the employee's performance, attendance records, and any explanation provided.
If satisfactory improvement is not demonstrated, further action, including termination where justified, may be taken in accordance with applicable law and employment terms.
Final salary and other dues will be settled in accordance with applicable law and the employee's contractual entitlements.
6 Workplace Discipline and Professional Responsibility
WebMakeSite expects every employee to maintain professional conduct and fulfil their agreed responsibilities.
Employees must:
Follow reasonable instructions from authorized senior team members.
Treat colleagues, clients, and management respectfully.
Avoid unnecessary workplace disruptions.
Complete assigned tasks responsibly.
Maintain accurate records and comply with company procedures.
The company may use its monitoring systems, including security cameras in appropriate workplace areas, for legitimate security and operational purposes, subject to applicable privacy requirements.
Repeated negligence, misconduct, or failure to fulfil assigned responsibilities may result in appropriate disciplinary action after review and, where required, an opportunity for the employee to explain their position.
Employment-related concerns should be raised with management through the appropriate communication channel. Employees who wish to resign should follow the applicable notice and resignation procedure.
7 Salary and Target Revision Policy
The company's standard Sales Executive target structure is:
Monthly Sales Target = Fixed Monthly Salary × 5
Example: An employee receiving a fixed monthly salary of ₹20,000 will have a standard monthly target of ₹1,00,000.
If an employee requests and receives approval for a salary increase, the corresponding monthly target may be revised proportionately.
Example: If the revised salary is ₹22,000, the corresponding target under the standard structure will be ₹1,10,000.
Any revised salary and target must be communicated clearly and confirmed by the company. The effective date of the revision, applicable salary, and performance requirements will be documented. Salary already contractually earned will not be reduced retrospectively because of a subsequent performance review.
8 Fixed Salary and Applicable Deductions
A fixed salary is payable in accordance with the employee's agreed employment terms and applicable law.
Any deductions, adjustments, or disciplinary consequences must have a valid legal and contractual basis. No provision of this notice shall be interpreted as authorizing an unlawful withholding of earned wages or statutory dues.
Employees are expected to comply with the company's attendance, conduct, and performance policies and to raise questions about salary calculations with management.
9 Equal Treatment and Respectful Workplace
WebMakeSite is committed to maintaining a professional, respectful, and accountable working environment.
All employees are expected to:
Maintain respectful communication.
Cooperate with colleagues and management.
Follow established policies and procedures.
Contribute positively to the organization's growth.
Raise concerns professionally and allow them to be reviewed fairly.
The company aims to provide employees with appropriate guidance, fair performance reviews, and opportunities to improve. Employees who meet their responsibilities and applicable performance requirements will remain eligible for benefits, incentives, and bonuses under the relevant company policies.
10 Termination Without Salary / Incentive Policy
Immediate Termination Grounds
WebMakeSite reserves the right to terminate an employee immediately, with or without notice, if the employee is found involved in any of the following activities. In such cases, the Company may withhold salary, incentives, bonuses, penalties, or any other dues as per company policy and applicable law.
1. Poor Work Performance
Consistently failing to achieve minimum work expectations.
Not making genuine efforts to generate clients or business opportunities.
Failure to maintain proper client follow-ups.
Repeated negligence in assigned tasks and responsibilities.
Ignoring company instructions, targets, or work processes.
2. Misconduct with Management or Team Members
Misbehaving with seniors, managers, HR, directors, or co-workers.
Using abusive, threatening, disrespectful, or inappropriate language.
Creating conflicts, arguments, or a negative work environment.
3. False Reporting and Fake Updates
Providing false work reports or fake updates.
Entering fake comments, fake client remarks, or incorrect CRM data.
Misrepresenting work activities or achievements.
Hiding actual work status from management.
4. Fraud, Cheating, and Dishonesty
Any form of cheating related to work, sales, leads, clients, or company records.
Submitting fake documents or false information.
Manipulating company data, reports, or performance records.
Attempting to gain salary, incentives, or benefits through dishonest means.
5. Negligence Affecting Company Growth
Any activity that directly or indirectly harms the company's reputation, operations, clients, revenue, or growth.
Intentionally delaying work or causing loss to the company.
Creating obstacles in company development or team performance.
6. Violation of Company Policies
Repeated violation of company rules, policies, or procedures.
Refusal to perform assigned duties.
Non-compliance with official instructions from management.
7. Client-Related Misconduct
Misbehaving with clients or prospects.
Sharing incorrect information with clients.
Damaging client relationships through negligence or misconduct.
Failure to maintain professional communication standards.
8. Data Security and Confidentiality Breach
Sharing company data, client data, leads, passwords, documents, or confidential information without authorization.
Misusing company resources for personal benefit.
Data theft or unauthorized copying of company information.
Investigation and Proof-Based Action
If the Company identifies any misconduct, negligence, cheating, fake reporting, poor performance, or any activity that may negatively affect the Company, the employee may receive an official warning or email along with supporting proof and records.
After reviewing the matter, the Company reserves the right to:
Issue a warning letter.
Suspend the employee.
Terminate employment immediately.
Withhold salary, incentives, bonuses, or pending payments.
Recover losses caused to the Company.
Impose penalties where applicable.
Take legal action if required.
Final Decision
The final decision regarding disciplinary action, salary release, incentive release, penalty, suspension, or termination shall remain solely with WebMakeSite Management after reviewing the facts, records, and evidence available.
11 Resignation, Notice Period & Final Salary Settlement Policy
Date: 20 October 2026
This notice is being issued to establish a clear procedure for employees who wish to leave WebMakeSite, ensuring company data security, the return of company property, proper work handover, and completion of final salary settlement.
1. Resignation and Written Intimation
Any employee who wishes to leave WebMakeSite must inform the company in writing and submit a resignation letter stating the reason for leaving.
The company accepts resignation requests submitted on the same day, one day in advance, 15 days in advance, or according to the employee's circumstances. However, written intimation is required so that the company can maintain proper records and complete the employee's exit formalities.
Employees are expected to cooperate with management regarding pending work, responsibilities, and the handover process.
2. Final Salary Settlement – Up to 45 Days
After an employee leaves the company, the final salary settlement may take up to 45 days, subject to applicable law and the circumstances of the employment.
This period may be required to verify the following:
Whether all company data, client information, files, records, and login credentials are safe and properly handed over.
Whether all company-provided assets, documents, equipment, SIM cards, and other materials have been returned, wherever applicable.
Whether the employee has completed the assigned work and handed over pending responsibilities.
Whether any client follow-ups, sales records, reports, or other work-related information remain incomplete.
Whether all company accounts, access permissions, and exit formalities have been properly completed.
After the necessary verification and completion of the applicable settlement process, the company will release the employee's payable salary and other eligible dues in accordance with applicable law.
3. Leaving Without Informing the Company
Employees are strongly advised not to leave their jobs without informing management or submitting a written resignation.
Leaving without intimation can create difficulties in work allocation, client follow-ups, company data security, and the handover of responsibilities.
If an employee leaves without informing the company, management may investigate the circumstances, document any outstanding responsibilities, and take appropriate action in accordance with the employment terms and applicable law.
Salary already earned cannot automatically be forfeited solely because an employee leaves without notice. Any lawful notice-period adjustment or deduction must be supported by the applicable employment terms and law.
4. Company Property and Data Security
Every employee is responsible for protecting company information and returning all company-owned property before completing the exit process.
Employees must not retain, misuse, transfer, or disclose confidential company data, client details, passwords, documents, or business information after leaving the company.
The company will verify the return of its property and the safe handover of company data before closing the employee's exit formalities.
5. Employee Cooperation and Final Clearance
All employees leaving WebMakeSite must cooperate with management to complete the resignation, work handover, data verification, asset return, and final clearance process.
Employees are requested to provide their resignation letter and complete all required formalities to avoid unnecessary delays or disputes.
6. Final Instructions
WebMakeSite expects all employees to leave professionally and maintain proper communication with management. The purpose of this policy is to protect company data, maintain accountability, and ensure a transparent exit process.
All final salary payments, notice-period adjustments, and other dues will be handled in accordance with the employee's applicable employment terms and relevant laws.
For WebMakeSite Authorized Signatory Management Team
Date: 20 October 2026 Applicable To: All Employees, Sales Executives, Telesales Executives, Experienced Candidates and New Joiners
Subject: Official Guidelines Regarding Salary Payments, Incentives, Sales Performance, Confidentiality and Employee Responsibilities
This official notice is issued to maintain transparency, financial discipline, professional conduct, sales accountability, and the security of company and client information. All employees are requested to read, understand, and follow the policies outlined below.
1. Salary Payment Schedule
Monthly salary is normally processed between the 1st and 10th of each month.
If a delay occurs due to business conditions or payment-processing issues, the company will endeavor to communicate the reason and expected timeline through an official message or email.
Salary concerns should be communicated professionally and directly to management.
All salary payments will be handled in accordance with applicable law and the employee's written employment terms.
2. Bonus and Incentive Payment Schedule
Eligible ₹500 bonus: Normally processed within 24 hours after the qualifying client payment and eligibility have been verified.
Sales incentives: Statements or payments, as applicable, will be processed between the 25th and 30th of each month, subject to verification and the applicable written incentive policy.
All incentives and bonuses will be calculated according to verified sales records and the applicable terms.
Salary, bonuses, and sales incentives follow their respective payment schedules.
3. Verification of Salary, Bonus and Incentives
The company follows a structured verification process for sales records, client payments, company assets, official accounts, and confidential business information.
Employees must cooperate with reasonable verification and handover procedures. Company assets and data must be returned or secured when required.
Any delay or withholding of payment must comply with applicable law and written employment terms. Earned wages will not be treated as a security deposit for company property.
4. Resignation and Leaving the Company
Employees may resign in accordance with applicable law and their employment terms. They are expected to inform management in writing, provide a reasonable handover, and complete applicable exit formalities.
Before departure, employees must:
Inform management of their resignation and proposed last working day.
Return company-provided phones, SIM cards, documents, equipment, and other assets.
Return or securely transfer company files, client records, and work-related information.
Hand over pending client follow-ups, sales records, and official account access.
Stop accessing company systems and confidential information once authorization ends.
Failure to return company property or unauthorized use of company data may result in appropriate action under company policy and applicable law. Final payments will be processed in accordance with applicable legal requirements.
5. Salary Discussion and Revision
Candidates must communicate their salary expectations clearly during the interview.
The salary agreed upon and confirmed in the written offer letter will form the basis of employment.
Salary revisions are not automatic and will depend on the applicable review process.
Any proposed salary revision must be discussed with the employee and documented in writing.
The company will not impose arbitrary salary reductions or retrospective changes to agreed compensation.
6. New Joiners and Initial Salary Calculation
For a new employee's first month, salary will be calculated according to the agreed salary, actual joining date, applicable attendance records, and written employment terms.
If an employee joins in the middle of a month, salary for the eligible period will be calculated on the applicable pro-rata basis.
Any subsequent change to the employee's role, salary, or performance expectations must be clearly communicated and confirmed in writing before taking effect.
7. Sales Performance Expectations for Experienced Candidates
Experienced candidates applying for Sales Executive or Telesales Executive positions are expected to demonstrate skills appropriate to their experience and agreed compensation.
Employees are expected to:
Contribute to sales from the first month through genuine and measurable efforts.
Work towards the applicable monthly sales target.
Generate qualified leads, understand client requirements, and explain company services effectively.
Handle objections professionally and follow up consistently.
Build client confidence and convert legitimate sales opportunities into confirmed payments.
Maintain accurate sales and follow-up records.
Repeated underperformance will be reviewed based on actual results, effort, client interactions, follow-up records, service availability, and relevant business conditions.
8. Fair Assessment of Sales and Revenue
Sales performance will be assessed fairly, taking into account individual efforts and relevant company-wide circumstances.
If sales are low across the office, services are unavailable, or operational issues affect conversions, management will consider these factors during performance reviews.
Employees are nevertheless expected to make reasonable efforts, follow up professionally, explain services correctly, and pursue genuine sales opportunities.
Any performance-related action, including a proposed change in compensation or employment status, will be communicated appropriately and handled according to written employment terms and applicable law.
9. Confidentiality and Protection of Company Data
All employees must protect confidential WebMakeSite information, including:
Client names, phone numbers, email addresses, and contact records.
Company databases, CRM information, sales sheets, and internal reports.
Official phone numbers, SIM cards, email accounts, and login credentials.
Pricing information, business strategies, client communications, and service documents.
Company information must not be copied, transferred, shared with unauthorized persons, used for personal benefit, or retained after employment without authorization.
Upon resignation or termination, employees must return company property and cooperate with the secure handover of company data. Suspected misuse or unauthorized disclosure may be investigated and addressed in accordance with applicable law.
10. Employee Communication and Payment Queries
Employees should communicate salary, bonus, incentive, attendance, and performance concerns directly and professionally to management.
Where a payment delay is expected, the company will endeavor to provide an official update explaining the reason and anticipated processing timeline.
Employees are requested to avoid unnecessary repeated inquiries after an update has been provided. Genuine payroll discrepancies or unpaid amounts should still be reported promptly and resolved through the appropriate channel.
11. Acknowledgment of the Policy
All employees are requested to read and understand this notice carefully.
These policies aim to maintain a professional working environment, protect company and client interests, establish clear performance expectations, and promote transparent payment procedures.
WebMakeSite values employees who are honest, responsible, hardworking, transparent, and committed to professional growth. Employees are equally entitled to clear employment terms, fair treatment, and payment of all amounts legally due to them.
For WEBMAKESITE Digital Marketing & IT Solutions Authorized Signatory
13 Acknowledgement and Implementation
All employees are requested to read this notice carefully and comply with the applicable company policies.
Any questions or requests for clarification regarding attendance, targets, salary processing, incentives, or disciplinary procedures should be submitted to management.
This notice will take effect from the date communicated by management, subject to applicable law and existing contractual obligations.
We appreciate your cooperation and expect every team member to contribute responsibly toward personal development, client satisfaction, and the continued growth of WebMakeSite.
Regards,
Management Team
WebMakeSite
PLOT NO. 15, Third Floor, Block-B, Gali No. 1,
Hanuman Mandir Road, Near Nawada Metro,
Gulab Bagh, Delhi – 110059
Employee Acknowledgement
I acknowledge that I have received and read this notice and understand that I am expected to comply with the applicable company policies and employment terms.
