HR Policy

This policy applies as a baseline to employees of Fastque Digital Technology Private Limited, including field-sales and shop-onboarding personnel, unless a written employment document states a more specific term. Contractors, interns or other engagements may be governed by separate written terms.

FastQue expects lawful, respectful, honest and professional conduct. Employment decisions and workplace actions should be based on legitimate business requirements, performance, conduct and applicable law.

Candidates and employees must provide truthful information about identity, qualifications, experience and documents requested for lawful onboarding. Materially false or misleading information may affect an offer or continued employment, subject to a fair review and applicable law.

Sensitive documents should be shared only through approved company channels when requested. Passwords, OTPs and personal account credentials must never be shared with managers, recruiters, field staff or support personnel.

The current Field Sales & Shop Onboarding offer structure uses a probation period of three (3) months from the joining date.

Probation may be extended based on performance, conduct, attendance, role readiness or completion of the company's assessment process. Confirmation, extension or any other probation decision should be communicated through the company's written process.

Employees are expected to follow assigned work schedules, attendance requirements, territory or field assignments, reporting instructions and reasonable operational directions applicable to their role.

Employees must record visits, leads, shop onboarding progress and other work activity accurately. False entries, duplicate onboarding, fabricated visits or manipulation of performance records are prohibited.

If an employee cannot attend work or complete an assigned duty, they should inform the designated manager or company contact as early as reasonably possible and follow the applicable leave or absence process.

Salary, CTC, payroll timing and statutory treatment are governed by the employee's written offer or employment terms, approved payroll configuration and applicable law.

A shop counts only after FastQue determines that the onboarding is genuine and sufficiently complete for verification. Duplicate, fake, fraudulent or materially incomplete registrations do not count toward targets or incentives.

Role-specific written offer terms may define the applicable performance period, territory, verification requirements or additional eligibility conditions.

Performance may be assessed using role-specific targets together with quality, accuracy, conduct, attendance, customer or shop feedback, policy compliance and completion of assigned responsibilities.

Managers may provide coaching, written feedback, improvement expectations or a performance-improvement process when appropriate. Performance concerns should be documented and reviewed fairly before material employment action, subject to the applicable employment terms and law.

Leave, weekly rest, holidays and other statutory or company time-off entitlements are administered according to applicable law, role-specific terms and current company policy. Employees should request planned leave in advance through the designated channel wherever practicable.

Emergencies and illness should be reported promptly. Approval requirements do not remove any statutory entitlement that applies to an employee.

Employees must treat colleagues, candidates, customers, shop owners and partners with dignity and professional respect. Harassment, bullying, discriminatory conduct, threats, intimidation or retaliation for raising a good-faith concern are prohibited.

Concerns may be raised with the employee's manager or through support@fastque.com. Where applicable law requires a designated complaint mechanism, committee or officer, the company will route the complaint through the required process.

Employees must protect confidential information, customer and shop data, credentials, source code, pricing, internal documents, business plans and other non-public information obtained through their role.

Company information should be accessed only for authorised work. Employees must follow security instructions, use approved systems, protect devices and accounts, and report suspected loss, unauthorised access or data exposure promptly.

Employees must avoid undisclosed conflicts of interest and must not offer, request or accept unauthorised payments, kickbacks, commissions or personal benefits in exchange for employment, onboarding, approvals or business decisions.

Employees must not promise discounts, commercial commitments, contracts or other obligations on behalf of the company unless they are specifically authorised to do so.

Company devices, accounts, documents, access rights, intellectual property and other assets remain company property where applicable and must be protected and returned when requested or when employment ends.

Reimbursement is limited to expenses that are permitted by the applicable role or approved company process. Employees should not assume that an unapproved expense will be reimbursed.

Under the current Field Sales & Shop Onboarding offer terms, an employee who wishes to resign must provide at least one (1) month / 30 days prior written notice to the company.

Any reduction or waiver of the notice period requires written company approval and is subject to the employee's applicable written terms and law. Employees must complete reasonable handover, return company property and complete applicable clearance steps.

Final settlement, statutory dues and employment records will be processed according to the applicable employment terms, completed clearance and law.

Policy breaches, fraud, harassment, serious misconduct, repeated performance failure, unauthorised disclosure, falsified work records or other material violations may lead to corrective or disciplinary action.

The appropriate process and outcome depend on the facts, the employee's written terms and applicable law. Nothing in this policy removes any legally required notice, inquiry, hearing, payment or other protection.

Employees should raise payroll, manager, conduct, harassment, safety, data-security or employment concerns through their manager or the company support route. A concern may be escalated when the direct manager is involved or the issue has not been resolved.

Good-faith reporting must not be used as a reason for retaliation. Deliberately false allegations or fabricated evidence may themselves be reviewed as misconduct.

Fastque Digital Technology Private Limited may update this policy to reflect operational, legal or organisational changes. Material employee-facing changes should be communicated through an appropriate company channel.

If this public summary conflicts with a mandatory law or a more specific signed employment document, the mandatory law and applicable written employment terms govern to the extent of that conflict.