Employee Handbook

“We Create Successful Global Graduates”

Employee
Handbook 2018 - 2019

www.global‐opportunities.net

Table of S

CONTEN

Version History Table 02

List of Controlled copy Holders 02

Welcome Message from our CEO 05

1.0 Introduction 06

1.1 Introduction and Purpose of the Handbook 06

1.2 Know Your Company 07

1.3 Topmost Leadership Team 08

1.4 Our Services 09

1.5 Global Advantage 10

1.6 PAN India Offices 11

1.7 Our Core Values 12

1.7.1 Our Mission Statement 13

1.7.2 Our Motto 13

1.7.3 Our Vision Statement 13

1.8 Certificates and Accolades 14

1.9 Organization Chart 15

1.10 Dress Code 15

2.0 Business Code of Conduct 16

2.1 Equal Opportunity Employer 16

2.2 Dignity and Respect 17

2.3 Human Rights 17

2.4 Harassment Free Workplace 17

2.5 Bribery and Corruption 18

2.6 Prohibited Drugs and Substance 19

2.7 Conflict of Interest 19

2.8 Communication with the Public and Social ... 21

2.9 Committed to Our Customers 22

2.10 Confidential Information of Clients and ... 22

2.11 Zero Tolerance 23

2.12 Raising Concerns 23

3. Employee Management 24

3.1 Employment Eligibility 24

3.2 Joining Information 24

3.3 Appointment and Probationary Process 24

3.4 Employment Classification 25

3.5 Promotions 25

3.6 Open-Door Policy 26

3.7 Rehiring Policy 26

3.8 Referral Policy 26

3.9 Attendance at Work 26

3.10 Performance Management System (PMS) 26

3.11 Computer and Internet Usage Policy 29

4. Company Policies and Procedures 30

4.1 Leave Policy 30

4.2 Travel and Expenses Policy 31

4.3 Mobile Reimbursement 32

4.4 Relocation and Transfer 32

4.5 Employment Termination 32

4.6 Exit Management 33

4.7 Performance Improvement Plan 33

5. Employee Benefits 34

5.1 Medical Insurance 34

5.2 Maternity Benefits 34

5.3 Provident Fund 34

5.4 Yearly Appraisal 34

5.5 Yearly Bonus 34

Employee Handbook 05

Welcome Message from Our CEO

Dear Employee,
We are more than glad to welcome you to Global Opportunities
Pvt. Ltd. as a part of our progressive team. We commit ourselves in
fulfilling the set expectations and we believe you can contribute to
the achievement of our goals and share our commitment to our
mission and vision statement.

I am particularly pleased to introduce this refreshed edition of the
Global Opportunities Handbook which intended to provide
employees with a general understanding of some of the
Company’s personal policies, procedures, benefits and working
conditions that will be followed by all employees as the standard of
Code of Business Conduct with expected actions and behaviors of
the employees while conducting company business.

This Employee Handbook is a living document of guidelines which
sought to ensure that our relationships-with clients, investors,
colleagues and the communities in which we live and work—are
built on our core value of trust and personal responsibility.

For the same reason, we see our Employee Handbook not as a set
of rules imposed from above, but as a living manifestation of who
we are and what we value—an expression of each employee’s
personal responsibility to manifest the highest standards of trust,
ethics and responsibility in all our actions and relationships. Their
fundamental principles remain, but the document has been
revisited and improved, to make it more readable, searchable,
global and relevant to our jobs today and tomorrow. It is written to
be read, and to spark your thinking. I hardly find it necessary to
remind employee to “act ethically.” I know you feel as strongly as I
do that anyone doing otherwise does not belong at Global
Opportunities. But as you re-read and re-certify your agreement to
our Employee Handbook Guidelines, I hope you will think a new
about what they mean. When you do, you will be strengthening
our collective understanding of what it means to all employees of
Global Opportunities Pvt. Ltd.

Sincerely Yours
Mr. Sidharth Gupta, (CEO)
Global Opportunities Pvt. Ltd.

Employee Handbook

1. Introduction

1.1 Introduction and Purpose of the Handbook

This handbook is intended to outline and explain the practices and policies of Global Opportunities Pvt.
Ltd. This employee handbook defines who we are and how we work together.
This handbook isn't a contract or a guarantee of employment. It's a collection of our expectations,
commitments and responsibilities. Please read this employee handbook carefully and consult it whenever
you need to.
This handbook is designed to acquaint you with Global Opportunities Pvt. Ltd. and provide you with
information about working conditions, employee benefits, and some of the policies affecting your
employment. You should read, understand, and comply with all provisions of the handbook. It describes
many of your responsibilities as an employee and outlines the programs developed by Global
Opportunities Pvt. Ltd. to benefit employees. One of our objectives is to provide a work environment that
is conducive to both personal and professional growth.
No employee handbook can anticipate every circumstance or question about policy. As Global
Opportunities Pvt. Ltd. continues to grow, the need may arise and Global Opportunities Pvt. Ltd. reserves
the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it
deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the
handbook as they occur.

WELCOME
ABOARD

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Employee Handbook

1.2 Know Your Company

Global Opportunities Pvt. Ltd. is India's leading overseas education
consultant that offer education counseling and other additional support
to students aspiring to pursue their higher education overseas.

Global Opportunities Pvt. Ltd was founded in 2001 to bridge the gap
between the specific needs of individual students from India and the
requisites stipulated by International Universities. Global Opportunities
has over 450 illustrious partner institutions across the globe. Since our
inception, we have facilitated admissions for over 40,000 students in
various reputed Universities and Colleges worldwide to accomplish
their study abroad dream and secure their future by acquiring
international degrees. With such credentials pointing to the fact,
Global Opportunities truly has the global outlook.

Through a network of 16 offices spanning across all major cities
in India, we specialize in facilitating education for aspirants to
major countries, including the United Kingdom, the United
States, Canada, Australia, New Zealand, Ireland, Singapore,
Dubai and Malaysia among many others in our portfolio. All
our offices are strategically located across the country and
are state of art to maximize the students' experience.

At Global Opportunities, we have a proud history of
counselling students with the desire to excel in choosing the
best academic institution that would help them augment their
employability and build a great career ahead. Comprehensive
research and our zeal to stay abreast with developments across
the globe ensures that our approach to counseling is innovative
and assiduous, allowing us to offer students the benefit of being
guided by well-informed experts. We are there at every step,
guiding and counselling them through the elaborate process right
from choosing their programme of interest and the university, the
application and visa process, identifying applicable scholarships, sorting
out accommodation and the post-arrival formalities at the destination
countries.

We at Global Opportunities PAN India branches have authorized coaching facility
trusted upon well-qualified trainers to provide excellent training to students to
achieve good scores in qualifying international credibility tests like IELTS, PTE,
TOEFL, GRE, GMAT, SAT, etc. which help them to meet the admission criteria of
reputed Universities and Colleges across Globe. Our values for honesty,
integrity, commitment and delivery are important to us. What makes us stand
out today in the industry is our determination to achieve greater success and
our passionate investment in the impact that our students will make around
the world.

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Employee Handbook

1.3 Topmost Leadership

Mr. Sidharth Gupta Chief Executive Of cer
Mr. Sidharth Gupta is the founder and Chief Executive Officer of Global Opportunities. He holds two
postgraduate degrees, one in International Business and the other in Information Technology, both from
the UK. Upon his return, Mr. Gupta was to join his father’s steel business. But, having sought inspiration for
his grandfather, he went on to found Global Opportunities in 2001, with an office in Amritsar. Even today
with the organization having expanded to 16 offices across the country, Mr. Gupta is personally involved at
each stage of the student lifecycle, driving improvement in the quality of operations to ensure that the best
of services is rendered at all times. It is with sheer hard work and unflinching enterprising spirit that Mr.
Gupta has led the company all these years as it grows and consolidates its position in the industry as one of
the leading overseas education consultancy services.

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Employee Handbook

1.4. Our Services

STUDENT PROFILING

STANDARD TEST
COUNSELLING
APPLICATION FILING AND
REVIEW ASSISTANCE

MANUSCRIPT EDITING

VISA ASSISTANCE

PROGRAMME AND
UNIVERSITY SELECTION

SCHOLARSHIPS

INTERVIEW PREPARATION

TRAVEL AND
ACCOMMODATION GUIDANCE

EDUCATION LOAN ASSISTANCE

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Employee Handbook

1.5. Global Advantage

University Visit: We have universities from across the globe visiting our offices all the year
round. On any given day, we host at least one university in one of our offices, where they hold
discussions with our counsellors and meet with students.

Global Education Fairs: We host exclusive events called Global Education Fairs thrice
annually at strategic locations and times of the year. These events, attended by thousands of
aspirants, are excellent platforms for universities to interact with prospective students.

Global Application Days: Global Opportunities holds Global Application Days prior to
each intake season, where universities visit our offices to meet with prospective applicants.
Aspirants get first-hand information from university representatives and apply on the spot at
these events.

Country Fairs: Global Opportunities not only promotes universities but countries as
preferred study destinations as well. The focus of these events is on bringing various
institutions from a particular country under one roof and disseminating information to
applicants about the scholarships and bursaries they can avail of to fund their education.
Students are also briefed on the visa processes and formalities by designated visa officers.

Website Branding: We offer placeholders on our website and webpages for our partners
to advertise. As an organization representing a large portfolio of universities and with
thousands of students visiting our website, Global Opportunities offers its partners a unique
opportunity to extend their online presence on our webpages.

Social Media Branding: Our social media team generates traffic to our website through
various posts, blog posts, articles and advertisements on various platforms. We extend the
benefit from our strategic and widespread social media presence to our partners.

Pre-Departure Services: We know that most students travelling to the destination
country might be travelling overseas for the first time or alone for the first time nonetheless.
We host an informative and highly interactive pre-departure orientation for students, where
our university partners are invited to attend. The event, inter alia, also aims to make students
aware of what to expect once they reach their study destination. The event allows students
going to the same university and country with the chance to meet each other. Pre-departures
also help allay parents' apprehensions concerning their ward.

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Employee Handbook New Delhi (West)
New Delhi (South)
1.6 PAN India Of ces
Visakhapatnam
Patiala Hyderabad
Amritsar
Jalandhar Chennai
Ludhiana Bangalore
Chandigarh

Ahmedabad
Bandra
Thane
Dadar
Pune

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Employee Handbook

1.7 Our Core Values

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Employee Handbook
Global Opportunities Pvt. Ltd. has created the Mission and Vision Statement and Motto to provide
a rudder for the organization to follow. The Statements are as follows:

1.7.1 Our Mission Statement

“We are a provider of International Education counselling and support services to facilitate the
admission and visa processing for young persons from India so they may attain an International
qualification from a reputed and recognized International Education partner of Global
Opportunities Pvt Ltd.”

1.7.2 Our Motto

“We Create Successful Global Graduates”.

1.7.3 Our Vision Statement

“We provide seamless facilitation of International education recruitment services between India
and the world.”
These Statements must be displayed on the Public Website/ Intranet and should also be provided
in all public literature both digital and traditional that specifically relates to the corporate activities
of the company. Moreover, it must be displayed prominently in the Head Office of Global
Opportunities Pvt Ltd, currently located at HS 27, Kailash Colony, New Delhi, 110048.

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1.8 Certi cates and Accolades Employee Handbook
AAERI Association of
AIRC American International
Recruitment Council Australian Education

AM ERI CAN I NTERNATI ONAL RECRUI TM ENT COUNCI L Valued Partner - PTE

Awards to

Global Opportunities, Pvt. Ltd.

Certification for the Period J uly 2017 through J une 2022

To achieve AI RC Certification, Global Opportunities has successfully undergone a rigorous external
review process which evaluates its business practices, and the effectiveness of the services rendered

in recruiting qualified students to accredited post- secondary educational institutions in the U.S.

The scope of certification for Global Opportunities includes the following offices:
Headquarters: I ndia

Scope: I ndia: Bandra West – Mumbai, Churchgate – Mumbai, Dadar – Mumbai, Thane, Pune,
Ahmedabad, Chandighar, Amritsar, J alandhar, Ludhiana, Patiala, Hyderabad, Visakhapatnam,

Chennai, Bangalore, N ew Delhi, West Delhi

Gr eet Pr ovoost Jeet Joshee
Chair , Cer tification Commission AI RC Pr esi dent

British Council IELTS

ENZRA - EDUCATION NEW ZEALAND RECOGNISED AGENCY PROGRAMME

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Employee Handbook

1.9 Dress Code

Global Opportunities follows a Dress code policy which needs to be followed by each employee.
Work attire will have an impact upon the image of Global Opportunities as well as your work
colleagues. As a minimum standard, the dress should be clean, neat and professionally
appropriate.

For Men:
Formal shirts, trousers, formal shoes are recommended.

For Ladies:
Formal shirts or tops with trousers or formal skirts, polo(collar) t-shirts, salwar kameez &
churidar, sarees are the recommended attire for ladies.

The following are examples of items that are Not Acceptable:

 Ripped or torn clothing
 Thongs, flip-flops, slippers or sports sandals
 Shorts, round collar t-shirts, Sportswear or beachwear

The company reserves the right to request a staff member to dress to an appropriate standard as
a condition of employment. If you are in a work environment with inappropriate clothing you may
be sent home to change.

Monday to Friday adhere to smart formals.

Saturdays may be observed as dress-down days. However, stick to smart casuals & Global T-shirt
is mandatory.

We do not mean to restrict anyone's freedom of expression, but it is our belief that sales
professionals and support/backend personnel should always be dressed in a professional way.

1.10 Employee Engagement Activities

 Employees birthdays are celebrated on the last day of every month i.e. 30th or 31st
 Annual Managers' meet (Offsite)
 Festival celebration in the office premises
 Every Month GO Newsletter is published

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Employee Handbook

2.0 Business Code of Conduct

2.1 Equal Opportunity Employer

2.1.1 We provide equal opportunities to all our employees and to all eligible applicants for employment
in our company. We do not unfairly discriminate on any ground, including race, caste, religion, colour,
ancestry, marital status, gender, sexual orientation, age, nationality, ethnic origin, disability or any other
category protected by applicable law. When recruiting, developing and promoting our employees, our
decisions will be based solely on performance, merit, competence and potential.
2.1.2 We shall have fair, transparent and clear employee policies which promote diversity and equality, in
accordance with applicable law and other provisions of this Code. These policies shall provide for clear
terms of employment, training, development and performance management.

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Employee Handbook

2.2 Dignity and Respect

2.2.1 Our leaders shall be responsible for creating a conducive work environment built on tolerance,
understanding, cooperation and respect for individual privacy.
2.2.2 Everyone in our work environment must be treated with dignity and respect. We do not tolerate any
form of harassment, whether sexual, physical, verbal or psychological.
2.2.3 We have clear and fair disciplinary procedures, which necessarily include an employee’s right to be
heard.
2.2.4 We respect our employees’ right to privacy. We have no concern with their conduct outside our
work environment, unless such conduct impairs their work performance, creates conflicts of interest or
adversely affects our reputation or business interests.

2.3 Human Rights

2.3.1 We do not employ children at our workplaces.
2.3.2 We do not use forced labour in any form. We do not confiscate personal documents of our
employees or force them to make any payment to us or to anyone else to secure employment with us, or to
work with us.

2.4 Harassment-Free Workplace

At Global Opportunities, we believe that everyone has the right to work in an environment that is free from
intimidation, harassment and abuse.

Global Opportunities does not tolerate verbal or physical conduct by any employee that harasses another,
disrupts another’s work performance or creates an intimidating, offensive, abusive, or hostile work
environment. This includes such behaviour directed towards third parties during the course of conducting
Global Opportunities business.

At Global Opportunities, we do not tolerate:
2.4.1 Threatening remarks, obscene phone calls, stalking or another form of harassment.
2.4.2 Causing physical injury to others.
2.4.3 Intentionally damaging someone else’s property or acting aggressively in a manner that causes
someone else to fear injury.
2.4.4 Threatening, intimidating or coercing other employees on or off the premises – at any time, for any
purpose.
2.4.5 Carrying weapon in the workplace. This includes not only our facilities, but also parking lots, guest
houses and alternate work locations maintained by Global Opportunities.
If you become aware of conduct relating to sexual harassment you have an option to raise your concern
with our Internal Complaint Committee (ICC). Please refer to our policy for details.

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Employee Handbook

2.5 Bribery and Corruption

What is Bribe? A Bribe is anything of value that may be seen as an attempt to influence an action or a
decision in order to obtain or retain business or acquire an improper advantage. This could include money,
gifts, favour and use of company resources, entertainment or other items of value.
What is Kickback? A kickback is a form of corruption that involves two parties agreeing that a portion of
their sales or profit will be kicked back (given back) to the purchasing party in exchange for making the deal.
Our employees and those representing us, including agents and intermediaries, shall not, directly or
indirectly, offer or receive any illegal or improper payments or comparable benefits that are intended or
perceived to obtain undue favour for the conduct of our business.

Remember

Violation by even a single employee of any law relating to anti-bribery, anti-corruption, anti-competition,
data privacy, etc. could result in severe financial penalties and cause irreparable reputational damage to
the company.
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Employee Handbook

2.6 Prohibited Drugs and Substance

Use of prohibited drugs and substances creates genuine safety and other risks at our workplaces. We do
not tolerate prohibited drugs and substances from being possessed, consumed or distributed at our
workplaces, or during company duties.

2.7 Con ict of Interest

2.7.1 Our employees shall always act in the interest of our company and ensure that any business or
personal association including close personal relationships which they may have, does not create a
conflict of interest with their roles and duties in our company or the operations of our company.

2.7.2 Should any actual or potential conflicts of interest arise, the concerned person must
immediately report such conflicts and seek approvals from his/her immediate supervisor, as
required by applicable law and company policy. The competent authority shall revert to the
employee within a reasonable time as defined in our company’s policy, so as to enable the
concerned employee to take necessary action as advised to resolve or avoid the conflict in an
expeditious manner.

2.7.3 Notwithstanding such or any other instance of
conflict of interest that exists due to historical reasons,
adequate and full disclosure by interested employees
shall be made to our company’s management. At the
time of appointment in our company, our
employees shall make full disclosure to the
competent authority, of any interest leading to an
actual or potential conflict that such persons or
their immediate family (including parents, siblings,
spouse, partner, children) or any other close
relationships, may have in a family business or a
company or firm that is a competitor, supplier,
customer or distributor of, or has other business
dealings with, our company.

2.7.4 If there is a failure to make the required disclosure
and our management becomes aware of an instance of
conflict of interest that ought to have been disclosed by an
employee or executive director, our management shall take a
serious view of the matter and consider suitable disciplinary
action as per the terms of employment.

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Employee Handbook

Examples of Potential Con icts of Interest

A conflict of interest, actual or potential, arises where, directly or indirectly, an employee:
 Engages in a business, activity or relationship with anyone who is party to a transaction with our

company;
 Can derive an improper benefit, personally or for any family member or for any person in a close

personal relationship, by making or influencing decisions relating to any transaction;
 Conducts business on behalf of our company or can influence a decision about our company’s

business with a supplier or customer where a relative of, or a person in close personal relationship
with, an employee or executive director is a principal officer or representative, resulting in a personal
benefit or a benefit to the relative;
 Can influence decisions about award of benefits such as increase in salary or other remuneration,
posting, promotion or recruitment of a relative or a person in close personal relationship employed in
our company or any of our group companies;
 Undertakes an activity by which the interest of our company or our group companies can be
compromised or defeated; or
 Does anything by which an independent judgement of our company’s or our group companies’ best
interest cannot be exercised.

Remember

A conflict of interest could be any known activity, transaction, relationship or service engaged in by an
employee, his/her immediate family (including parents, siblings, spouse, partner, and children), relatives
or a close personal relationship, which may cause concern (based upon an objective determination) that
the employee could not or might not be able to fairly perform his/her duties to our company.

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Employee Handbook

2.8 Communication with the Public and Social Media

Social media sites are popular method of communication and interaction. Global Opportunities supports
the rights of its employees to express themselves freely through social networks, blogs, wikis, chat rooms,
comment forums and other online locals. However, all employees are expected to be cautious and to
conduct themselves professionally in their online activities and to respect and protect the reputation of
Global Opportunities, its customers, a business partners. Following are the guidelines to be strictly
followed:

2.8.1 Do not post messages which contain racially or sexually offensive material, political or religious
solicitations or anything else which is inappropriate or has the potential to cause harm to Global
Opportunities or its customers and business partners.

2.8.2 Never post any details online about Global Opportunities’ customer, business partners, including
on professional networking sites such as LinkedIn.

2.8.3 Do not defame, abuse, harass, stalk, threaten or otherwise violate the legal and privacy rights or
company or people.

2.8.4 Never give the impression that you are speaking on behalf of Global Opportunities unless you are
authorized to do so.

2.8.5 Always identify yourself and be clear, when your online activities are relevant to Global
Opportunities, that the views you are expressing are your own and do not represent the opinion of Global
Opportunities.

2.8.6 Remember that some information or statements considered ‘Material Non-Public information’,
unpublished price sensitive information’ or ‘forward-looking statements’. Sharing or posting such
information may be a violation of applicable insider trading laws. Examples of such information include
data on Global Opportunities’ business performance, new market, new customers, management changes,
etc.

Global Opportunities reserves the right to review and monitor the online activities of its employees when
they are relevant to the company as well as any online communication made using company resources
(computers, phones, tablets, data card, etc.). If Global Opportunities perceive that such online activity is in
violation of company policies, appropriate investigation and action will be taken.

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2.9 Committed to Our Customers

2.9.1 We are committed to supplying services of world-class quality that meet all applicable standards.
2.9.2 Customer purchase our service because they trust the quality of our service, they trust our values,
and they trust that we will stand behind what we sell and deliver. We must preserve that trust. It is the
primary responsibility of every employee to make sure that our services are consistently of higher quality.
2.9.3 We shall market our services on their own merits and not make unfair or misleading statements
about the products and services of our competitors.

2.10 Con dential Information of Clients and Third Parties

The confidentiality and Nondisclosure Agreement we sign when we join the company details our
confidentiality obligations to the company and its clients. We have access to the significant amount of
client information that may not be available to the public and we are required to preserve the
confidentiality of information obtained in servicing a client or customer.
Information of a confidential, private and sensitive nature must be used responsibly and controlled and
protected to prevent its prohibited, arbitrary or careless disclosure. Unless the client has provided its
specific consent, which should preferably be in writing, or there is a legal or professional right or duty to
disclose, we are prohibited from disclosing confidential client information.
Confidentiality and proprietary information about clients, our organization, or other parties, which has
been gained through employment, or affiliation with.

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2.11 Zero Tolerance An Internal Complaints Committee ( ICC )
ICC must be constituted, in accordance with the
Zero tolerance is a way to eliminate undesirable provision of Section 4 of the Act, in every branch or
behaviour among employees and provide an office of the Company, to redress complaints of
automatic punishment for violating company Sexual Harassment.
rules. A zero-tolerance policy is one which  CEO – The Chairman of “ICC”
imposes strict punishment for infractions of a  HR Head
stated rule, with the intention of eliminating  Business Head
undesirable conduct.  Compliance Head
 Accounts Head
If any employee of Global Opportunities has
committed an act which falls in the Zero Tolerance 2.12 Raising Concerns
Policy the employee is separated/Terminated with
immediate effect. We encourage our employees, customers,
suppliers and other stakeholders to raise
Following are the categories of Malpractices and concerns or make disclosures when they become
Events Considered as ‘Zero Tolerance’ in Global aware of any actual or potential violation of our
Opportunities: Code, policies or law. We also encourage reporting
of any event (actual or potential) of misconduct
Categories of Malpractices and Events: that is not reflective of our values and principles.
 Abuse of authority Concern can be raised to the following authorized
 Breach of contract persons:
 Negligence causing substantial and specific  Immediate line manager or the Human

danger to overall business of Global Resources department of our company
Opportunities Pvt. Ltd  Designated Internal Complaints Committee
 Manipulation of company data/records  Any other reporting channel set out in our
 Financial irregularities, including fraud or
suspected fraud or Deficiencies in Internal company’s ‘Whistleblower’ policy.
Control and check or deliberate error in
preparations of Financial Statements or 23
Misrepresentation of financial reports.
 Any unlawful act whether Criminal/ Civil.
 Pilferation of confidential/propriety
information.
 Deliberate violation of law/regulation.
 Wastage/misappropriation of company
funds/assets.
 Breach of Company Policy or failure to
implement or comply with any approved
Company Policy.
 Policy should not be used in place of the
Company grievance procedures or be a route
for raising malicious or unfounded allegations
against colleagues.

Employee Handbook

3. Employee Management

3.1 Employment Eligibility

No person below the age of 18 years is eligible for working in the company. The minimum educational
qualification that is required for being eligible to work with Global Opportunities Pvt. Ltd. is Graduate or
any of its equivalent examinations
The minimum qualifications statement on the job announcement informs the applicant of the education,
experience and other requirements for the position. Thoroughly document your education, training and
experience, demonstrating that they meet the requirements as posted. Only those applicants whose
applications demonstrate that they meet the minimum qualifications and other criteria in the job
announcement are verified to compete in the examination process.

3.2 Joining Information

Every Employee at the time of joining is required to fill in the Joining form provided from the Human
Resources Department. Along with the Joining Report, the Employee is required to submit the photocopies
of the following documents:
 Residence/Address Proof
 ID Proof
 Educational Certificates
 Appointment, Relieving and Experience Certificates of Previous employers
 Salary slips of the last 3 months
 PAN card
 Passport Size Photographs
All the above Documents will be verified with the Original Documents.
Following this, the employee will go through an Induction process wherein he/she would be introduced to
the company working, policies and co-workers.

3.3 Appointment and Probationary Process

Every appointment would fall under one of the following categories
 New Hire: When you initially accept an appointment in Global Opportunities, you are considered a new

hire. As a new hire, you will be required to serve a probationary period of six months.
 Rehiring: An ex-employee of the Company can be rehired into the organization after 6months of

his/her exit.
 Transfers: An employee can be transferred/relocated to the other branches across the country for

business reason.
 Promotions: Promotion is advancement to a vacant position in a class that has a higher grade than the

class previously held. When you accept a promotion, you will be required to serve a trial period of
either six months or one year. If you fail to attain permanent status in a position to which you were
promoted, you shall be restored to your former position. Promotion is based on performance and not
tenure of an employee.
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 Demotions: An employee may be demoted to 3.4.3 Contractual Employee
a position in a class with a lower grade level if Contractual employees are those who are hired
the employee meets the minimum as interim replacements, to temporarily
qualifications and if the appointing authority supplement the work force, or to assist in the
approves. completion of a specific project. Employment
assignments in this category are of a limited
As a new hire, your status of appointment is duration. Employment beyond any initially stated
“probationary.” After you have successfully period does not in any way imply a change in
completed a full probationary period, you are employment status. Temporary employees
considered a “permanent” employee. retain that status unless and until notified of a
Probationary period is 6 months for a new hire. change. Temporary employees are ineligible for
Your supervisor will evaluate your performance any employee benefit of Global Opportunities
at the end of your probationary period and in Pvt. Ltd.
case the supervisor or the authorized personnel
feels the need, the probation period can be 3.4.4 Part-Time employee
extended. Employees who are not assigned to a temporary
or probation status and who are regularly
3.4 Employment Classi cation scheduled to work less than 48 hours per week.
Part-time employee is not ineligible for any
It is the intent of Global Opportunities Pvt. Ltd. to employee benefits of Global Opportunities Pvt.
clarify the definitions of employment Ltd.
classifications so that employees understand
their employment status and benefit eligibility. 3.5 Promotions
Each employee will belong to one other
employment category: Global Opportunities Pvt. Ltd. strives to promote
the most capable and experienced employees
3.4.1 Regular Full-time employee based on their demonstrated ability to assume
Regular full-time employees are those who are greater responsibility and perform essential job
not in a temporary or probation status and who tasks. Consequently, reasonable efforts will be
are regularly scheduled to work company full- made to fill vacant positions from within, where
time schedule. Generally, they are eligible for possible. At the same time, it may be deemed
company benefit package, subject to the terms, necessary to recruit and hire outside the
conditions and limitations of each benefit company to attract the most qualified individual
program. for a particular job vacancy. The job openings will
be posted by HR from time to time, as required.
3.4.2 Probation Employee Performance is more important than tenure of
Employees on probation are those whose an employee.
performance are being evaluated to determine
whether further employment in a specific 25
position or with company is appropriate.
Employees who satisfactorily complete the
probation period will be notified of their new
employment classification. Every employee is to
go through the compulsory Probation period of 6
months from the date of joining.

Employee Handbook

3.6 Open-Door Policy  Regular Late arrival by more than 15 minutes
will be seriously viewed and disciplinary action
Global Opportunities Pvt. Ltd. has adopted an may be taken.
Open-Door Policy for all employees. This means,
literally, that every manager's door is open to  4 Late Marks would result in the deduction of 1
every employee. The purpose of our open-door day’s salary.
policy is to encourage open communication,
feedback, and discussion about any matter of 3.9.2 Break and Lunch Hours
importance to an employee. Our open-door
policy means that employees are free to talk with Lunch time at the office is between 1:00 PM to
any manager at any time. 2:00 PM. All employees are required to strictly
follow the lunch time and not engage in taking
3.7 Rehiring Policy frequent breaks during working hours as it affects
the overall working of the company.
A former employee who has been rehired after
leaving employment for more than 6 months is 3.10 Performance Management
considered an introductory employee during System (PMS)
rehire. The benefits may or may not be continued
from the point of their last tenure unless required Global Opportunities is prompt in delivering
by law. Any employee who had been terminated incentives to motivate and encourage staff to
due to any non-compliance act on behalf of the stimulate greater output and productivity. We
employee is never rehired. ensure that we retain talented staff who meet and
exceed the business goals and puts in place a
3.8 Referral Policy structure to incentivize them for continued
performance.
Global Opportunities Pvt. Ltd. follows the referral
policy wherein an existing employee can refer a Objective of GO staff Retention and Incentive
candidate for the vacant post. On 3 months Policy:
continued tenure of the preferred candidate, the
employee who referred the candidate receives  The period of Incentives is for the period of
the referral incentive. For details refer to the 01st Dec to 30th Nov inclusive each year,
referral policy. which includes Nov-Mar; Apr to July; and; Aug
to Nov.
3.9 Attendance at Work
 To provide recognition to the GO staff based
3.9.1 Working Hours on exceptional performance.
 The office working hours are as follows:
 GO staff are encouraged to give their best
 10:00 AM to 6:00 PM (for employees when there are rewards for high performance.
staying beyond 10 km distance from
office)  Provide opportunity for hard-working &
ambitious employees to earn more. To retain
 10:00 AM to 6:30 PM (for employees staff within the organization and reduce
staying within 10 km distance from office) attrition across the organization.

 To maintain decorum in the office the
organization requests every employee to be
on time.

26

Employee Handbook

 To increase employee engagement and alignment towards organizational goals.
 An opportunity for staff at all levels to share the profits of the organization by improving productivity.
 Reduce the need for supervision.

Following are the types of incentives and deliverables from Global Opportunities to all staffs based on the
performance:
 Commendation Certificates:Given at the end of each Quarter based on excellence in performance

during the Quarter.
 Maximum applicants for the Quarter (subject to meeting monthly applicant targets)
 Maximum enrollments for the Quarter (subject to meeting 80% targets)
 Certificate of Best performing Division (Quarter wise)
 Certificate of excellence (based on application to offer, conversion-less refusals, more documents,

incomplete applications etc)

 Student Recruitment Incentives: Given on student recruitment
 No matter what position we hold within the organisation, we all play a part in ensuring the success
of the company.
 Structure of Student Recruitment payouts on next slide is only applicable to Non USA counselors
(sales team)
 This is not applicable to exclusive USA counselors
 As an example, everyone is like a cog in a gear system, if just one cog is not functioning correctly –
the whole system does not work effectively.
 Qualifying criteria against the enrollment target is minimum 50% of annual targets.
 It will provide rewards to all staff based on the success of our sales staff.

 Revenue based Incentives: Additional Cash every 3 months for achieved revenue targetsRevenue
based incentivesare delivered to:

Non-USA Counselors
USA Counselors

 All Counsellors will be informed of the Minimum Revenue Target (Target) to be Achieved.
 All Counsellors must meet the Minimum Revenue Target (Target) each quarter which is also paid on

a quarterly basis i.e. April; July; September; January.
 Incentive shall be payable on generating cash revenues through:
 IELTS / PTE / TOEFL Coaching
 Non-Representative University Processing Fees
 GMAT/GRE/SAT Coaching Services
 Other Revenue
 Paid services must be tracked through the CRM

27

Employee Handbook

 Paid Services - Additional Cash every 3 months for achieved Paid Services
 Bonus:

 For all other non-sales staff at Branches:
 Same as for overall Branch performance (calculation based on Branch Performance) subject to

overall targets being met in one year (3 cohorts)
 For Division staff (Country Heads Assistants) at Head Office:
 Same as Country Head Performance subject to overall targets met by the Global Opportunities in

one year (3 cohorts)
 For all other non-sales staff at Head office:
 Same as for overall company performance (calculation based on company) subject to overall

targets being met in one year (3 cohorts)
 Diwali Bonus–Global Opportunities shall pay bonus once in a year, at the time of Diwali.

 Bonus is based on the overall performance of the staff member at the branch or based on the
overall performance of the branch depending on the staff members designation

 At Global Opportunities, the term bonus shall be used to refer to :
Payment over and above what is strictly due
A Sum of money paid to the employee, in addition to regular pay, in appreciation of work done.

 Yearly Increments - Yearly increment commencing in November of upto 20%
 Which Incentive Do I quality for?

*** We have separate incentive schemes for Country Heads and Office Managers and General Staffs
*** For details please refer to the PMS documents (ppt)

28

Employee Handbook

Following are the types of incentives and deliverables from Global Opportunities to all staffs based on the
performance:
 Commendation Certificate
 Student Recruitment Incentives
 Revenue based Incentives

 Non-US Counselors
 USA Counselors
 Paid Services
 Diwali Bonus
 Yearly Increments
*** We have separate incentive schemes for Country Heads and Office Managers and General Staffs
*** For details please refer to the PMS documents (ppt)

3.11 Computer and Internet Usage Policy

Voice mail, email, and Internet usage assigned to an employee's computer or telephone extensions are
solely for the purpose of conducting Company business. Some job responsibilities at the Company require
access to the Internet and the use of software in addition to the Microsoft Office suite of products. Only
people appropriately authorized, for Company purposes, may use the Internet or access additional
software.

Internet Usage
Internet use, on Company time, is authorized to conduct Company business only. Internet use brings the
possibility of breaches to the security of confidential Company information. Internet use also creates the
possibility of contamination to our system via viruses or spyware. Spyware allows unauthorized people,
outside the Company, potential access to Company passwords and other confidential information.

Additionally, under no circumstances may Company computers or other electronic equipment be used to
obtain, view, or reach any pornographic, or otherwise immoral, unethical, or nonbusiness- related Internet
sites. Doing so can lead to disciplinary action up to and including termination of employment.

Email Usage at Company
Email is also to be used for Company business only. Confidential information of the company must not be
shared outside of the Company, without authorization, at any time. You are also not to conduct personal
business using the Company computer or email. Hence, forwarding non-business emails to associates,
family or friends are not allowed.

Viewing pornography, or sending pornographic jokes or stories via email, is considered sexual harassment
and will be addressed according to our sexual harassment policy.

Any emails that discriminate against employees by virtue of any protected classification including race,
gender, nationality, religion, and so forth, will be dealt with according to the harassment policy.

Sending or forwarding non-business emails will result in disciplinary action that may lead to termination.

29

Employee Handbook

4. Company Policies and Procedures

4.1 Leave Policy

4.1.1 Five Days Working
 We work on 5 days per week work structure (subject to roster offs) w.e.f 1st August 2018.
 Since Roster Offs are planned Offs, the same needs to be informed to the line manager and HR on or

before the 20th of the previous month. For example, to avail Roster off for the month of September,
the employee must inform the line manager and HR on or before the 20th of August and all Roster Offs
are subject to final approval from Human Resources department.
 The roster offs of one month (on 5 days working policy) cannot be carried forward to the next month
and will lapse if not taken in any month.
 One employee cannot be allowed to take more than 1 Saturday and 1 Monday off in a month.

4.1.2 Categories of Leaves: Leaves Days /Year
Earned Leaves 12 days p.a.
Sr. No. Public Holidays 10 days p.a.
01.
02.

4.1.3 Earned Leaves
 For all Earned Leaves prior approval from the respective Reporting Manager is required. In the absence

of Reporting Manager, line Manager (Level 2) approval is required with final approval from HR
department.
 EL may be taken in units of days or half days. Application to take leave must be duly authorized by the
line manager at least by 20th of every month before the period of leave commences, unless the
requested leave is due to an emergency.
 Employees joining before the 10th of the month will be entitled to a maximum of 1 Earned Leave for
the first month. Those employees who join after 10th of the month will not be entitled for any leave for
the first month. However, from the following month, the new joinee will get 1 Earned leave every
month.

4.1.4 Encashment of Leaves -
 As per the revised leave policy, an employee can encash only Earned Leaves totaling to a maximum of

12 leaves at the end of the financial year (31st March).
 Once all the leaves are encashed the leave balance for the relevant employee will start from 0 (Zero)

balance from the beginning of the financial year (1st April).

30

Employee Handbook

4.1.5 Compensatory Off (CO)
 Staffs/Employees are entitled to Compensatory Off if he/she has worked on a public holiday (as per

published holiday list) or on Sundays/Non-working days.
 It is mandatory for an employee to have worked for at least 8 hrs to qualify for a CO.
 CO can only be availed with the prior approval of Reporting Manager with final approval from HR.
 CO in a month can be accumulated and carried forward to avail it throughout the year. However, it will

get lapsed by the end the end of the year (31st March).

4.1.6 Public Holidays
A list of holidays for the Staffs/Employees for the year is made and circulated at the beginning of the year
by the HR Department. Each employee is entitled to 10 published holidays which are applicable to the
branches.

*** For other details please refer to our Leave Policy 2018.

4.2 Travel and Expenses Policy

For any kind of business travel and expenses incurred, Global Opportunities Pvt. Ltd. will reimburse
employees for their reasonable expenses incurred in connection with necessary and authorized Company
business. Following are the types of travels and related important points:

4.2.1 Air Travel
 All employees travelling via air carrier must utilize Lowest Fare Routing (LFR).
 All air tickets are booked by the admin department of Global Opportunities Ltd as per the preplanned

schedule.

4.2.2 Rail Travel
Standard class of rail is preferred. Type of travel standard/facility is subject to the respective
Designation/Bands as follows.

No. of Travelers KM Limit Band Ticket Type Permissible
Inter City < 300 A, O 2nd Class - Non AC
> 300 E,M,G,V
A,O AC 2 Tier/AC Chair Car
E,M,G,V 2nd Class - Non AC
Flight Facility

4.2.3 Car Rental
Please note that car rental discounts are based on volume. All travelers should follow the listed guidelines:

No. of Travelers Class of Car
3 Persons Micro (Ola/Uber)
4 Person
Sedan

31

Employee Handbook

4.2.4 Personal Vehicle

 An automobile personally owned by an employee and authorized for business use will be
compensated when actually driven for such purpose and will be reimbursed a fixed amount of per km.

 For Intra city travel following are the permissible limits as per respective designations.

Bands Permissible Vehicle Permissible Rate
O and E 2-Wheeler Rs. 3/Km
M/G/V Up to 4 Wheelers
4-Wheeler Allowance

4.3 Mobile Reimbursement

The mobile phones provided to the employees as per the eligibility is with the benefit of unlimited calls at a
fixed rent monthly paid by the company. The employee does not need to pay any part of the bill.

4.4 Relocation and Transfer

Transfer can be request transfer, regular or disciplinary transfer. The quantum of benefit depends upon
the type of transfer. A request transfer is usually to the hometown of the employee. Regular is depending
upon the business exigencies and disciplinary for poor performance.
Leave for transfer: This depends upon the distance and type of transfer. Leave can be maximum of 3 days
for relocation. Flexibility in office timings is allowed for the first week of the transfer for finalising
accommodation and other facilities.
Travelling compensation: compensation is provided for Family and self and it is matched as per the city
standards (metros, non-metros)
Boarding and lodging: This assistance is given for a week so that the employee gets ample of time to select
a house.
In case of disciplinary transfer, the performance review is done after a year and if found satisfactory, then
the transfer is revoked.

4.5 Employment Termination

Employment Termination at Global Opportunities would fall under one of the following categories:
4.5.1 Dismissal: On account of any misconduct as specified in the Code of Business Conduct protocol as
mentioned in the handbook, if the employee is absconding for more than 3 days without any contact, the
employment would be terminated immediately without further notice.
If any employee is found guilty of absenteeism, dishonesty or misconduct or commit any unlawful or
indiscipline act, violation of customs and traditions or dereliction of duty on work site or outside site
whether directly related to the affairs of the Company and Company officials and local people, then your
appointment may be terminated on full discretion of the company without any prior notice/information
and the Company is not liable to compensate for the same.
4.5.2 Resignation: If the employee wishes to separate from the Company, He/She is required to put in
his/her resignation and continue service during the notice period as specified in the Offer/ Appointment
letter.

32

Employee Handbook 33

 Any employee who is in probation period and willing to leave the
organization needs to serve a notice period of 15 days or salary in
lieu of the notice period.

 Any employee who is a confirmed employee (upon successful
completion of probation period) needs to serve a notice period of
30 days or salary in lieu of the notice period.

4.5.3 Discharge: Constant ill-health or permanent disability of the
employee can result in Discharge of the employee from the
organization. The employee separating from such circumstances is
entitled to receive one month’s basic salary post his separation.

4.5.4 Voluntary Retirement Scheme: Global Opportunities Pvt. Ltd.
offers a voluntary retirement scheme to its employees in compliance
with the statutory standards.

4.6 Exit Management

An employment exit is carried out according to the Exit Management
policy which requires the employee to submit the customer contact
lists, return the company assets and sign offs from all the departments.
The employee is required to go through an Exit interview conducted by
the Human Resource Personnel.

4.7 Performance Improvement Plan

The Performance Improvement Plan (PIP) is designed to facilitate
constructive discussion between a staff member and his or her
supervisor and to clarify the work performance to be improved.

The Scope of PIP is as follows:
 Any employee not performing for consecutive 3 months is eligible

for PIP.
 Any behaviour related issue is outside the scope of the PIP.

In PIP 30 days’ time period is provided to the non-performer with target
set and acknowledged by the employee by signing in the PIP form,
raised by his/her immediate supervisor. After 30 days final assessment
of PIP would result in closing RED (target not met) and GREED (Target
Met). In case of target Met the employee continue to work. However,
for Target not met the Employees proceeds for separation. Considering
the performance at the discretion of the supervisor the PIP duration
can be extended to 15 days and max 30 days.

*** For further details please refer to the PIP policy of Global
Opportunities.

Employee Handbook

5. Employee Bene ts

5.1 Medical Insurance

Global Opportunities Pvt. Ltd. recognizes the importance of medical assistance benefits for its employees
so that they focus on their job responsibilities without worrying about financial risks in the event of
hospitalization. Hospitalization coverage therefore, forms an integral component of the total rewards
package offered by Global Opportunities.

Scope: All full-time permanent employees.
Following are the Hospitalization cover as per Grades/Designation

Grades Hospitalization Cover (Per Annum)
All Jr Staff 2Lacs (Office boy, Driver, Office Asst)
All Executive Staff
All Heads 5lacs (Counselor, BM, TL, Accounts, Admin, Trainers, Officers etc.)
CEO, Partners, Director, Heads, RM

5.2 Maternity Bene ts

Maternity leave facility is an employee benefit that provides paid time off work to female staff to care for
their newly born child or make arrangements for the child's welfare. Maternity leaves are applicable from
the date of joining. This leave can neither be accumulated, carried forward nor encashed. It is as per the
statutory guidelines of the Government.

5.3 Provident Fund

Employees are covered in compliance with the Provident Fund Act of 1952 according to which:
Employee’s Contribution: 12% of the Basic Salary. The employee can opt for additional contribution
towards Provident Fund via Voluntary Provident Fund (VPF) Employers’ Contribution: 12% of the Basic
Salary of the Employee.

5.4 Yearly Appraisal

 To provide recognition to the GO staff based on exceptional performance.
 GO staff are encouraged to give their best when there are rewards for high performance.
 Provide opportunity for hard-working & ambitious employees to earn more. To retain staff within the

organization and reduce attrition across the organization.
 To increase employee engagement and alignment towards organizational goals.
 An opportunity for staff at all levels to share the profits of the organization by improving productivity.
 Reduce the need for supervision.

5.5 Yearly Bonus

It is paid once in a year, at the time of Diwali.
34

BRANCHES

Ahmedabad Amritsar Bangalore
C ‐ 106, 1st Floor, Times Square Nagpal Towers‐II, SCO‐44, Level‐2 N‐605, 6th Floor, North Block
CG Road, Navrangpura B‐Block, Ranjit Avenue, Opp Hotel Rearwing, Manipal Centre
Ahmedabad ‐ 380009 MK, Amritsar ‐ 143001 47 Dickenson Road, Bangalore ‐ 42
Ph: 079 ‐ 40225555 (50 lines) Ph: 0183 ‐ 5096512 Ph: 080 ‐ 46498888 (50 lines)

Chandigarh Chennai Hyderabad
SCO 51‐52, Second Floor 6D, Eldarado Complex Little Fort Building, 2nd Floor
Sector‐8 C, Madhya Marg 112 Nungambakkam, High Road Next to Police Station, Punjagutta
Chandigarh ‐ 160008 Nungambakkam, Chennai ‐ 600034 Hyderabad ‐ 500082
Ph: 0172 ‐ 4800055‐58 / 5051818 Ph: 044 ‐ 49687777 (100 Lines) Ph: 040 ‐ 66595959 (100 lines)

Jalandhar Ludhiana Mumbai ‐ Bandra (w)
944, Garha Road 47‐C, SCF 36B, NarNarayan Society, 404, 4th
Near Bus Stand, Jalandhar Sarabha Nagar Main Market Floor, Turner Road II, Opp.
Punjab ‐ 144001 Ludhiana ‐ 141001 Crossword Bandra West, Mumbai ‐
Ph: 0181 ‐ 5061100/1/2/3/4 Ph: 0161 ‐ 5106060 (50 lines) 400050. Ph: 022‐42764242

Mumbai ‐ Dadar Mumbai ‐ Thane (w) New Delhi ‐ Punjabi Bagh
Plot No‐ 9, 2nd Floor, North West
D‐402, Kohinoor Apartments, N.C. 503, 5th Floor, Navrang Shopping Avenue, Club Road, Punjabi Bagh
Extension, New Delhi ‐ 110026
Kelkar Road, Above Titan Showroom Arcade, Gokhale Road, Naupada Ph: 011 ‐ 49093153, 011 ‐ 49093173

Dadar, Mumbai ‐ 400028. Thane (W), Mumbai ‐ 400602

Ph: 022 ‐ 24364012/013/014 Ph: 022 ‐ 41221226/7/8/9

Patiala Pune Visakhapatnam
SCO No. 6, (B‐4/108), 2nd Floor 335‐336 Sohrab Hall 504 VRC Complex, Opp TSR
Grewal Towers, Leela Bhawan Sassoon Road Complex, Dwarka Nagar
Chowk, Patiala ‐ 147001 Pune ‐ 411001 Visakhapatnam ‐ 530016
Ph: 0175‐5051639, 0175‐5001639 Ph: 020 ‐ 49044999 (100 lines) Ph: 0891 ‐ 6637833/933

Corporate Office ‐ Global Opportunities Pvt. Ltd.
HS‐27, Basement, Mezzanine, 2nd and 3rd Floors, Kailash Colony Market

New Delhi ‐ 110048, India.
Ph: +91 11 4714 1414 | Email: info@global‐opportunities.net

Cer ficates and Accredita ons

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