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Terms & Conditions (Career)

TERMS & CONDITIONS (CAREER)

EMPLOYMENT POLICY

SOLATO SMART SOLUTIONS.

(APPLICABLE TO ALL EMPLOYEES OF SOLATO SMART PRIVATE LIMITED)

  1. Working Hours
  • Monday to Friday: 9:00 AM to 6:00 PM (with 1-hour lunch/prayer break).
  • Saturday: 9:00 AM to 2:00 PM.
  • Employees are expected to arrive on time and complete their working hours. Persistent late arrival or early departure may result in disciplinary action, including salary deductions.

 

 
  1. Probation Period
  • All new employees will be on probation for the first three (3) to six (6) months from their joining date, as specified in their offer letter.
  • During probation, either party may terminate employment without notice.
  • No paid leave is allowed during the probation period. Any leave taken will be considered unpaid and result in salary deductions.
  • Upon successful completion of probation, confirmation of employment will be issued in writing.

 

 
  1. Termination of Employment
  • After confirmation, either party may terminate employment by giving thirty (30) days’ written notice or paying one month’s gross salary in place of notice.
  • The company reserves the right to terminate employment immediately without notice in cases of:
    • Gross misconduct.
    • Breach of confidentiality.
    • Fraud, theft, or misappropriation of company assets.
    • Willful negligence or repeated performance failures.
  • Upon termination, the employee must return all company property, documents, data, and access credentials before receiving final settlement.

 

 
  1. Salary & Incentives
  • Salary will be transferred to the employee’s bank account on the 5th of every month.
  • Incentives are awarded based on monthly and quarterly target achievements as defined in the offer letter and company policies.
  • No additional incentives, bonuses, or benefits will be provided unless explicitly stated in the employee’s offer letter or officially published company policies on the website.
  • All applicable taxes will be deducted at source in accordance with law.

 

 
  1. Dress Code
  • The company maintains a smart casual dress code for office work. Clothing must be clean, professional, and appropriate for a corporate environment.
  • Casual, untidy, or sloppy attire is not allowed in the office or during client interactions.
  • Technical field staff must wear the company-provided engineer’s cap and upper while on-site. Failure to follow the dress code will lead to warnings and possible disciplinary action.

 

 
  1. Leave Policy
  • After probation, employees are entitled to 12 paid leaves per calendar year (annual + casual combined).
  • All leave requests must be submitted in writing at least 3 working days in advance (except in emergencies).
  • Unused leave will not be encashed or carried forward unless specified by company policy.

 

 
  1. Confidentiality & Intellectual Property
  • All employees must maintain strict confidentiality of company data, trade secrets, pricing information, client details, and technical knowledge during and after employment.
  • Any work, design, proposal, or material created by the employee in the course of employment will remain the exclusive property of Solato Smart Private Limited.
  • Unauthorized sharing of company data will result in immediate termination and possible legal action.

 

 
  1. Code of Conduct

   Employees must:

  • Maintain professional behavior with colleagues, clients, and vendors.
  • Avoid conflicts of interest and promptly disclose any potential ones.
  • Not engage in harassment, discrimination, or offensive behavior.
  • Use company resources (internet, email, vehicles, tools) strictly for official purposes.

 

 
  1. Misuse of Company Property
  • Company laptops, vehicles, tools, and intellectual resources must be used only for official business.
  • Any loss or damage due to negligence will be recovered from the employee.

 

 
  1. Health, Safety & Compliance
  • All employees must comply with workplace safety protocols and government regulations.
  • Field employees must follow on-site safety measures, including mandatory PPE where applicable.

 

 
  1. Disciplinary Action
  • Violation of these terms may result in warnings, suspension, or termination, depending on severity.

 

 
  1. Policy Amendments
  • The company reserves the right to amend, update, or add to these terms at any time. Any changes will be communicated via official channels and updated on the company website.

Harassment Policy – Solato Smart Private Limited

SOLATO SMART SOLUTIONS.

  1. Policy Statement

        Solato Smart Private Limited is committed to providing a safe, respectful, and inclusive workplace for all employees, contractors, clients, and visitors. Harassment of any              kind – whether verbal, physical, visual, or online – will not be tolerated under any circumstances.

        This policy is in line with the Protection Against Harassment of Women at the Workplace Act, 2010 (Pakistan), and applies to all individuals associated with the                          company.

 

 

  1. Scope

       This policy applies to:

  • All employees (permanent, contractual, probationary, interns).
  • Clients, vendors, and visitors who interact with Solato.
  • Work-related interactions both inside and outside company premises, including online communication, business trips, and company events.

 

 

  1. Definition of Harassment

       Harassment includes, but is not limited to:

  • Verbal: Offensive jokes, insults, name-calling, or threats.
  • Physical: Unwanted touching, assault, or blocking someone’s movement.
  • Visual/Non-Verbal: Displaying offensive images, gestures, or written material.
  • Sexual Harassment: Unwelcome sexual advances, requests for favors, or any conduct of a sexual nature creating a hostile environment.
  • Online Harassment: Abusive or offensive emails, messages, or posts on social media related to the workplace.

 

 

  1. Responsibilities
  • Management: Ensure a harassment-free workplace, provide awareness, and act on complaints promptly.
  • Employees: Treat colleagues with dignity and respect, report incidents immediately, and cooperate with investigations.
  • HR/Complaints Committee: Handle all complaints confidentially, fairly, and without retaliation.

 

 

  1. Complaints & Reporting Mechanism
  • Employees can report harassment verbally or in writing to:
    • HR Department
    • Designated Harassment Committee (as per law, comprising 3 members, including at least one woman).
  • Complaints can be submitted via:
    • Email: [email protected]
    • In person to the HR/Committee members.
    • Anonymous complaints will also be reviewed, though detailed information helps in resolution.

 

 

Additional Reporting Channel for Female Employees

           To ensure neutrality and complete safety, if any female employee experiences harassment concerns involving the company owner, CEO, or COO, she may directly                     contact:

                        Mrs. Huma Noreen Hassan
                        Legal Advisor – Railway Ministry, Islamabad
                        0334-9749688

                        [email protected]

 

Guarantee of Safety:

  • Any female employee using this channel is 100% safe.
  • No action, retaliation, or negative consequence will be taken against her for raising a complaint in good faith.
  • Complaints will be handled with strict confidentiality and legal protection.

This independent option ensures fairness, transparency, and trust for all employees.

 

 

  1. Investigation & Resolution
  • All complaints will be acknowledged within 3 working days.
  • A neutral investigation will be carried out within 15 working days.
  • Both parties will be given equal opportunity to present their case.
  • Findings will be shared with management, and appropriate action will be taken, which may include:
    • Written warning
    • Mandatory training
    • Suspension or termination of employment
    • Legal action if necessary

 

 

  1. Protection Against Retaliation

    No employee will face retaliation for reporting harassment in good faith. Any retaliation will itself be treated as misconduct and subject to disciplinary action.

 

 

  1. Awareness & Training
  • All employees will undergo mandatory orientation training on workplace ethics and harassment prevention.
  • Annual refresher sessions will be conducted to reinforce awareness.

 

 

  1. Confidentiality

    All complaints and proceedings will be handled with strict confidentiality to protect the dignity and privacy of all individuals involved.

 

 

  1. Implementation in Solato
  • Policy Circulation: Shared with all current employees and added to new hire documents.
  • Complaints Committee Formation: A three-member committee will be notified by management.
  • Awareness Sessions: Regular training on workplace conduct and harassment prevention.
  • Strict Enforcement: Management will ensure disciplinary measures are applied consistently.

 

 

Published by:
Solato Smart Private Limited
Plot 206, East Service Road, I-10/3, Islamabad
[email protected] | 0330-1522224

Employee Incentive Policy

Solato Smart Private Limited

  1. Objective

    The purpose of this Incentive Policy is to reward employees for achieving and exceeding their assigned business and operational targets while ensuring customer          satisfaction and company profitability.

 

 

  1. Scope

   This policy applies to all employees of Solato Smart Private Limited who contribute to sales, project execution, and organizational growth.

 

 

  1. Types of Incentives

          A. Sales Team Incentives

               

               1. Industrial Solar Projects (PPA/SERA):

                     o Incentive: PKR 200,000 per MW achieved.

                     o Applicable to confirmed and signed contracts.

               

               2. Residential Solar Projects:

                     o Incentive: PKR 1 per watt sold and installed.

                     o Example: 10 kW = PKR 10,000.

               

               3. Commercial Solar Projects:

                     o Incentive: PKR 0.5 per watt sold and installed.

               

               4. Solar Panels, Inverters, Cables & Accessories:

                     o Incentives will be defined by management depending on volumes and margins.

 

         

          B. Installation Team Incentives

                     

                     o Residential & Commercial Installations:

                             o Incentive: PKR 1 per watt on Residential and PKR 0.5 on Commercial system installed.

                             o Payable after successful commissioning and handover.

 

         

          C. Quarterly & Annual Performance Incentives

               

               1. Quarterly Incentives:

                     o Paid on the 15th of the following quarter.

                     o Based on target achievement and project closure.

                     o These can be paid biannually.

               

               2. Annual Incentives:

                     o Employees achieving 100% or more of their annual targets will be eligible for a special performance bonus (subject to company profitability).

 

 

  1. Conditions for Incentive Eligibility

               

               1. Incentives are payable only after 100% customer payment is received by the company.

               

               2. Customer Satisfaction is Mandatory:

                     o Incentives for both sales and installation teams are conditional upon positive customer feedback.

                     o If a customer reports dissatisfaction or files a valid complaint, no incentive will be paid for that project.

               

               3. In case of resignation or termination:

                     o Incentives will only be paid for projects closed and fully paid (100% payment received) before the employee’s last working day.

                     o No future receivables or pending incentives will be paid after exit.

               

               4. Incentives are not part of fixed salary and can be revised at management’s discretion.

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