A short guided walk through how we work, what we expect, and what you can expect from us.
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1. Welcome to Ishman Components
Who we are, and the spirit in which this onboarding is written.
Since 1974, Ishman Components has built automotive wiring harnesses — the nervous system of a vehicle — and today also runs an SMD (surface-mount electronics) line. We're an IATF 16949-certified company of around 175 people across two units: Unit 1 in Delhi and Unit 2 in Manesar. Wiring harness runs at both (WH1 in Delhi, WH2 in Manesar); SMD is at Manesar. You're now part of that.
The spirit of this moduleThis training, like your contract, exists to make our working relationship clear, fair, and predictable — not to police you. Most of it is the promise we make to you; the rest is what we ask of you in return.
What you'll cover
Your employment basics — probation, confirmation, where you'll work
Pay, benefits, time and leave
Our Code of Conduct — safety, quality, respect, and integrity
How we protect our work, and how we part ways well
A short knowledge check, then your completion sign-off
This module supports your contract — it doesn't replace itEverything here reflects your signed Employment Agreement & Code of Conduct. Where the two ever seem to differ, the signed contract governs.
2. Your employment basics
The shape of your first months with us. Contract §2, §3
Probation & confirmation
Your first 3 months are a probation period — a two-way trial. We assess fit; you do too. Confirmation is not automatic — you become permanent only on our written confirmation after satisfactory probation. During probation, either side can part with 15 days' notice.
Your role & where you work
You'll work in your assigned role and department, reporting to your manager. Because we run two units (Delhi and Manesar), you may be asked to work at either unit as work requires — always with reasonable notice, and never used unfairly.
What this means day oneTreat probation as your strongest chance to show how you work. Ask questions, learn the systems, and tell your manager early if something's unclear.
3. Pay, benefits & confidentiality
How you're paid, and what sits on top. Contract §4
Your salary structure is in Schedule A of your contract. By law, your basic pay is 50% of gross, with the rest as allowances (HRA, conveyance, etc.).
On top of your salary
Provident Fund (PF) and ESI where applicable — your retirement and health cover
Gratuity and statutory bonus as per law
Salary is paid monthly by bank transfer after lawful deductions (PF, ESI, TDS).
Pay is confidentialYour compensation is private between you and the Company. Please don't discuss individual salaries with colleagues — it protects everyone.
4. Time, attendance & leave
Being present, and taking time off the right way. Contract §5
Your hours, shift, and weekly off follow the Company schedule and the Factories Act. Authorised overtime is paid as per law.
Attendance
Keep regular, punctual attendance and record it as required. Our daily alignment depends on everyone being on time — a late start ripples across the team.
Leave
You have earned, casual, and sick leave per Company policy, applied the same way across both units. Apply and get approval in advance — except a genuine emergency, which you should report as early as you can.
The attendance essentials
Everything is approved in advance — leave, short leave, official duty, gate passes. Oral or after-the-fact okays don't count.
Gate pass for any exit during work hours — each is valid for 2 hours, with up to 2 personal passes a month.
Official Duty (OD) (client/vendor visits, audits, bank work) must be pre-approved by your HOD and HR — never self-declared.
A 10-minute grace applies; repeated late-coming has graduated consequences tied to time lost.
Compensatory off is earned only for pre-approved work on an off/holiday, and must be used within the policy window or it lapses.
Doing any of these without approval is treated as unauthorised — and being absent 3+ days with no intimation is serious.
Your full rulebookAll of this lives in the Staff Leave & Attendance Policy, which you'll receive and acknowledge as part of onboarding. The golden rule: approved in advance.
5. Our Code of Conduct
The heart of it: how we treat each other, our work, and our customers. Contract §6
5.1 Safety first
We work with machines and electricity. Use your PPE, follow safety rules, report hazards and near-misses, and never bypass a guard or procedure. Safety rules protect you and the person next to you.
5.2 Quality & honest records
We're IATF 16949 certified. Follow approved quality processes and never falsify, hide, or change any record — quality data, defect logs, attendance, inventory, or financial entries. Honest records are how we keep customers and improve.
5.3 Respect & a harassment-free workplace
Everyone here deserves dignity. Harassment, bullying, discrimination, and intimidation are prohibited. Sexual harassment is handled under the POSH Act, 2013 by our Internal Committee (IC), confidentially, with zero retaliation for genuine complaints.
Personal relationships at workConsensual relationships aren't banned. But if you and a colleague are in a relationship and one reports to the other (or there's a conflict of interest), you must disclose it to HR so we can remove the reporting line. Consent can be withdrawn anytime; a past relationship never excuses later unwelcome conduct. We protect genuine complainants — and we act only against complaints proven knowingly false, never ones that simply can't be proven.
5.4 Confidentiality & data
Protect Company and customer information — designs, pricing, supplier terms, and all data in our systems (Google Workspace, BigQuery, Odoo, email). Use it only for Company work; never share it outside without authorisation.
5.5 Conflict of interest, gifts & anti-bribery
Act in the Company's honest interest. No kickbacks or undue gifts from suppliers, customers, or contractors; no undisclosed interest in a supplier or competitor; no outside work that competes with us. Small customary courtesies are fine — anything that could sway a business decision must be declined or disclosed. When in doubt, disclose.
5.6 General conduct
Be professional and courteous; never work under the influence of alcohol or drugs; use Company property and IT responsibly; don't misuse the Company's name on social media; follow lawful instructions and policies.
Putting it into practice
A supplier offers you a "Diwali gift" of cash after you approve their delivery. What do you do?
Decline and disclose to your manager. Cash from a supplier tied to a decision is a kickback under 5.5 — not a courtesy.
You notice a defect count looks wrong, and a colleague suggests "just adjust it so the report looks clean." Right move?
Don't change it; report it. Altering a quality record is serious misconduct under 5.2, even if a number looks bad.
You start dating someone on your team whom you supervise. Do you need to do anything?
Yes — disclose to HR. Under 5.3, a reporting line plus a relationship must be disclosed so HR can adjust reporting. It protects you both.
6. Protecting our work
Confidentiality, ideas, and fair play. Contract §7
Confidentiality continues after you leave — keep Company and customer information secret, and return or delete it on exit.
What you create here belongs here — designs, processes, software, scripts, tools, and improvements made in your work are the Company's intellectual property.
Non-solicitation — for 12 months after leaving, you won't poach our customers, suppliers, or colleagues.
Why no non-compete?Indian law generally won't enforce a post-employment non-compete, so we rely on confidentiality and non-solicitation instead. It's a fairer deal for you, too.
7. Leaving well
If the day comes, here's how a clean exit works. Contract §8–10
After confirmation, either side gives 1 month's notice. We both want a respectful exit — so:
Your standard doesn't drop during notice — same attendance, punctuality, and output to the last day, plus a proper handover.
Unauthorised absence during notice is misconduct: those days extend your notice, and serious cases can turn a resignation into termination for cause.
Your relieving letter, experience certificate, and final settlement depend on serving notice properly, finishing your handover checklist, and returning Company property.
The simple versionFinish strong and hand over cleanly, and your exit documents and settlement follow smoothly. That experience letter is worth more than a few easy days.
8. Where to get help
You're never expected to figure it out alone.
Your manager — first stop for anything about your work, role, or day-to-day.
HR — pay, leave, policy, documents, and onboarding: [HR name / email / extension].
Internal Committee (POSH) — for any harassment concern, confidentially: [Presiding Officer name / contact].
Tools you'll useWe run on Google Workspace (Sheets, Drive, Gmail) today, with Odoo rolling out for operations. HR will set up your accounts and access during your first week.
9. Knowledge check
Six quick questions. You need 5 of 6 to complete. You can retry.
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10. Completion & acknowledgement
Confirm you've completed and understood this onboarding.
Please pass the knowledge check (Section 9) first to unlock your acknowledgement.
By confirming, you acknowledge that you have:completed this staff onboarding module; understood the Employment Agreement & Code of Conduct it reflects; and agree to follow it. This on-screen step is your self-acknowledgement — HR also records your completion on the printed Training Completion & Acknowledgement form (and in Loyaltry).