Document Title

Acuere Employee Handbook

Entity Type

Proprietorship

Version

1.0

Issued By

Office of the Proprietor, Acuere

Approved By

Niteen Nathani, Proprietor

Effective Date

Next Review

12 months from effective date

Applicable To

All employees, trainees, consultants and field surveyors of Acuere

Dear Colleague,

Acuere is in the business of insurance loss assessment — a profession built on three things: honesty in our findings, discipline in our process, and respect in our conduct. Every report we sign carries the firm's name, and every employee carries that name with them on every assignment.

This handbook brings together, in one place, how we work and what we expect from each other. It is not a rulebook to memorise; it is a reference. Read it once carefully, keep it close, and refer to it whenever you are unsure.

If anything in this document is unclear, or you believe a policy needs to change because reality has moved on, raise it. We would rather amend the handbook than have anyone work around it.

Welcome aboard, and thank you for choosing to do this work well.

Niteen Nathani

Proprietor, Acuere — Insurance Surveyors & Loss Assessors (Proprietorship)

2.1 Who we are

Acuere is an IRDAI-licensed insurance surveyor firm operating as a sole proprietorship under Niteen Nathani. The proprietor holds an individual IRDAI surveyor licence and the firm undertakes loss assessment assignments across India, supported by empanelled licensed surveyors in field locations.

Our domain is insurance loss assessment across multiple lines — fire, engineering, marine, motor, miscellaneous and catastrophe-related claims. We work for insurers and insureds across India, delivering assessments that are technically sound and policy-compliant.

2.2 Vision

To be a trusted survey partner — known for independence, technical depth and reports that stand up to scrutiny.

2.3 Mission

• Carry out prompt site inspections wherever an assignment takes us.
• Investigate causation rigorously and apply the policy strictly.
• Quantify losses accurately and document them transparently.
• Communicate openly with insurers and insureds throughout.
• Submit interim and final reports within agreed timelines.

2.4 Values

Five words keep us honest: Independence, Accuracy, Compliance, Transparency, Timeliness. Every policy in this handbook traces back to one or more of them.

2.5 Office

Registered Office

[Acuere registered office address — TO BE INSERTED]

Field Coverage

All Indian states through licensed empanelled surveyors

2.6 Regulatory status

Acuere operates under the individual IRDAI Surveyor & Loss Assessor licence held by the Proprietor, Niteen Nathani, in line with the IRDAI (Insurance Surveyors and Loss Assessors) Regulations, 2015. The licence is renewed periodically and CPD obligations are met by the proprietor and all licensed surveyors engaged.

3.1 Applicability

This handbook applies to all persons engaged by the firm in any capacity — full-time employees, probationers, trainees, retainer consultants, empanelled field surveyors, interns, and contract staff — to the extent relevant to their engagement. Where a term of engagement is contradicted by a specific signed contract, the contract prevails on that specific point only.

3.2 Definitions used in this handbook

Firm / Company

Acuere — Insurance Surveyors & Loss Assessors (Proprietorship)

Employee

Any person on the firm's payroll, on probation or confirmed.

Field Surveyor

A licensed surveyor empanelled or employed for site assignments.

Reporting Manager

The person to whom the employee directly reports.

HR

The function (or delegate) handling people, payroll and compliance.

IRDAI

Insurance Regulatory and Development Authority of India.

Working Day

Monday to Saturday, excluding declared holidays.

Sensitive Information

Claim data, insurer correspondence, insured details, internal financials, surveyor reports, and any data marked confidential.

3.3 Status of this document

This handbook is an internal policy document. It is not a contract of employment and does not create any contractual rights. The firm may amend any clause from time to time with reasonable notice (see Section 22).

How we behave on assignments matters as much as the technical quality of our reports. The standards below are non-negotiable.

4.1 General professional conduct

• Be punctual to office, site visits and meetings.
• Treat colleagues, clients, claimants and third parties with courtesy, regardless of hierarchy or social standing.
• Use clear, written communication for anything that affects a claim — verbal-only commitments are not acceptable on assignments.
• Carry your IRDAI surveyor licence (if applicable) and Acuere identity card on every site visit.

4.2 Dress code

Smart formals or business casuals at office and at insurer/insured premises. On industrial or accident sites, safety attire (helmet, safety shoes, high-visibility jacket where applicable) takes precedence over formal wear. Saturdays at office may be smart casual.

4.3 Use of the Acuere name

Only authorised employees may correspond with insurers, brokers, insureds or media using the Acuere name, letterhead or email domain. Letters of intimation, survey reports, addenda and invoices are signed only by authorised licensed surveyors.

4.4 Use of company assets

Laptops, mobile devices, internet connections, software licences, vehicles and consumables provided by the firm are for company work. Reasonable personal use of email and internet is permitted; misuse, including for personal business or any unlawful purpose, is not.

4.5 Outside engagements

No employee shall accept a survey, valuation, consulting or expert-witness assignment outside Acuere without prior written approval from the Proprietor. This applies during employment and for the duration of the notice period.

4.6 Gifts and hospitality

Receiving or offering gifts above a nominal value of ₹1,000 from or to anyone connected with a live claim — insurer, insured, broker, repairer, contractor — is prohibited. Cash or cash-equivalents are prohibited at any value. Disclose any offer, accepted or refused, to your reporting manager and to the Proprietor.

5.1 Office hours

Standard hours

9:30 AM to 6:30 PM

Working days

Monday to Saturday (2nd and 4th Saturday off)

Lunch break

1:00 PM to 1:45 PM

Weekly off

Sunday + alternate Saturday as above

Total working hours conform to the applicable Shops and Establishments Act — maximum 9 hours/day and 48 hours/week.

5.2 Field surveyors and travelling staff

Surveyors on assignment work to the demands of the site. The expectation is the assignment gets closed properly, not that hours are clocked. Surveyors must update assignment status at the end of each working day on the Acuere portal (or by email/WhatsApp to the reporting manager until the portal is live).

5.3 Attendance recording

Attendance is recorded through the Acuere HRMS / portal. Employees mark in-time on arrival and out-time on departure. Field staff mark attendance via geo-tagged check-in from the assignment location.

5.4 Late coming

• Up to 3 late marks (more than 15 minutes late) per month are permitted without consequence.
• 4th and subsequent late marks in the same month attract half-day deduction from CL/PL balance.
• Late coming due to client meetings, site visits or insurer commitments is not counted, provided it is intimated in advance.

5.5 Half day

A half day is taken when an employee works less than 5 hours in a day. Half-day must be applied for on the portal at least 1 day in advance, except in genuine emergencies.

5.6 Work from home

Work from home is not a default mode at Acuere. It may be permitted on a case-by-case basis by the reporting manager — typically for report-writing days, medical reasons, or family emergencies. Surveyor field work cannot be done from home.

5.7 Overtime

Overtime is not paid as a separate component for any role above support staff. Catastrophe assignments and tight-deadline reports may require extended hours; these are recognised through performance review and discretionary bonus, not hourly payments.

6.1 Leave year

The leave year runs from 1 January to 31 December. New joiners are entitled to leave on a pro-rated basis from the date of joining.

6.2 Types of leave

6.3 Probation

Probation is six months from date of joining. During probation, employees may avail CL and SL on accrued basis (1 day/month each). PL accrues but cannot be availed until confirmation.

6.4 Application and approval

• All leave must be applied on the Acuere HRMS / portal.
• PL must be applied at least 7 working days in advance for 3+ days, and 3 working days in advance for 1–2 days.
• CL/SL of 1 day may be applied on the day, but should be intimated to the reporting manager by phone or WhatsApp before 10:00 AM.
• Sick leave of 3 or more consecutive days requires a medical certificate from a registered practitioner.

6.5 Unauthorised absence

Absence without prior approval, or without intimation in case of emergency, is treated as unauthorised. Three consecutive days of unauthorised absence will trigger a show-cause notice. Continued absence beyond 7 days without explanation may be treated as voluntary abandonment of employment.

6.6 Encashment

Only PL is encashable, and only at the time of full and final settlement on exit. Encashment is computed on basic salary only. CL, SL and other leaves lapse if unused.

7.1 Salary structure

Monthly CTC is broken into the following components:

• Basic Salary — typically 40–50% of CTC. Basis for PF, gratuity and leave encashment.
• House Rent Allowance (HRA) — typically 40–50% of basic, eligible for tax exemption u/s 10(13A).
• Special Allowance — balancing component.
• Conveyance Reimbursement — for daily commute to office, where applicable.
• Provident Fund — not currently applicable to this firm (headcount below 20). Will become applicable on crossing the threshold; the firm may also opt for voluntary registration earlier.
• Statutory Bonus — not currently applicable (Payment of Bonus Act, 1965 applies at 20+ employees). The firm may declare a discretionary annual bonus based on performance and profitability.

7.2 Salary payment

Salaries are credited by the 7th of the following month for the previous month's work, by direct bank transfer. Pay slips are issued through the HRMS / portal. Any salary discrepancy should be raised in writing within 30 days.

7.3 Increments

Annual salary review is conducted in March effective 1 April each year, based on performance, role criticality and firm performance. Increments are not automatic and are not guaranteed every year.

7.4 Performance bonus

A discretionary annual performance bonus may be declared at the close of each financial year based on firm profitability and individual performance.

7.5 Reimbursements (other than travel)

Reimbursable expenses include mobile bills (capped per band), broadband for work-from-home days where authorised, professional subscription fees, and IRDAI surveyor licence renewal fees for active surveyors. All reimbursements require original bills in the employee's name and are processed monthly with salary.

7.6 Loans and advances

Salary advances may be considered in genuine emergency at the Proprietor's discretion, repayable within 6 months by salary deduction. There is no formal loan scheme.

Travel is the single largest non-salary expense in our line of work. The rules below exist to keep claims documented, approvals clear, and reimbursement quick.

8.1 Authorisation

Every assignment-related travel requires a written travel authorisation (email or portal entry) from the reporting manager before booking. For travel above ₹15,000 in a single trip, Proprietor's approval is mandatory.

8.2 Class of travel

Air travel is permitted on routes where train journey exceeds 12 hours, or where time-criticality of the assignment justifies it.

8.3 Daily allowance (per diem) — meals and incidentals

Metro cities

₹800 per day

Tier-2 cities

₹600 per day

Other locations

₹500 per day

Per diem is paid for full days outside the home city. Meals provided by the insured / insurer / hotel are excluded — claim only for what was paid out of pocket.

8.4 Local conveyance

• Own two-wheeler: ₹6 per km, fuel inclusive.
• Own four-wheeler: ₹14 per km, fuel inclusive.
• Auto / taxi / app cabs: actuals against receipts; Uber/Ola digital receipts accepted.
• Daily commute between residence and Acuere office is not reimbursable.

8.5 Receipts and submission

• Original receipts are mandatory for any single expense above ₹500.
• Bills must be in the employee's name where the vendor permits (hotels, airlines).
• Travel claims must be submitted within 7 working days of return from the trip. Claims submitted later than 30 days will not be processed without Proprietor's approval.
• Reimbursement is credited within 7 working days of approval, separately from salary.

8.6 Site safety on field assignments

Wear required PPE on industrial, fire, marine and motor sites. Do not enter any structurally unstable area without clearance from the insured's safety officer or fire department. Our policy is: no report is worth a personal injury — escalate site refusal to the reporting manager rather than taking risk.

Loss assessment is a profession built on trust. The information that flows through Acuere — claim files, policy copies, insured financials, photographs, root-cause findings — does not belong to us. We hold it in confidence on behalf of insurers and insureds.

9.1 Confidentiality obligation

• All claim data, surveyor reports, internal correspondence, insurer communication, photographs and supporting documents are confidential.
• Confidentiality obligations survive termination of employment indefinitely for client and claim data.
• Discussion of live claims in public spaces — restaurants, coworking lobbies, public transport, social media — is prohibited.

9.2 IT acceptable use

• Use only Acuere-issued email accounts for assignment-related communication. Personal Gmail / Yahoo / WhatsApp is not acceptable for sharing claim documents.
• Devices must be locked when unattended. Strong passwords (minimum 12 characters, mixed case, numerals, symbols) are mandatory.
• Two-factor authentication must be enabled on all firm portal, email and cloud-storage accounts.
• Installing unlicensed software, torrent clients, or unauthorised remote-access tools on company devices is prohibited.
• USB drives, external hard disks and personal cloud accounts (Dropbox, Google Drive personal) must not be used to store Acuere claim data.

9.3 Bring your own device (BYOD)

Where an employee uses a personal phone or laptop for work, Acuere email and portal must be accessed only through approved apps. The employee consents to remote wipe of Acuere data from the personal device on exit or in case of loss.

9.4 Data protection

The firm processes personal data of insureds, third parties and employees in line with applicable Indian law (including the Digital Personal Data Protection Act, 2023, as it comes into effect). Personal data must be collected only for stated purposes, stored securely, retained only as long as needed, and not shared with anyone outside the assignment chain without authorisation.

9.5 Reporting incidents

Any suspected data breach, lost device, phishing email or unauthorised access must be reported within 24 hours to the reporting manager and to the Proprietor. Honest, prompt reporting is treated as protective behaviour, not as a fault.

As an IRDAI-licensed surveyor firm, Acuere must remain independent of every party to a claim. This section is mandatory — violation is serious misconduct.

10.1 Definition

A conflict of interest arises whenever an employee — or a close family member of the employee — has a personal, financial or professional interest in any party to a claim being assessed by Acuere. Parties include the insured, insurer, broker, repairer, contractor, recovery agent, valuer, advocate, and any of their group entities.

10.2 Disclosure

Every employee shall disclose, on joining and annually thereafter, all relationships that could create a conflict of interest. Mid-year, any new relationship that arises must be disclosed within 7 days.

10.3 Recusal

On any assignment where a conflict exists or could reasonably be perceived to exist, the employee must declare it immediately and recuse from the assignment. Continuing on an assignment with an undisclosed conflict will be treated as a fundamental breach of trust.

10.4 Outside engagements

No employee shall act as a surveyor, valuer, expert witness, consultant or advisor for any party to insurance — independently, or with any other firm — during the term of employment with Acuere, except with the prior written approval of the Proprietor.

10.5 Investments

Holding investments in publicly listed insurers or insured corporations is permissible but must be disclosed if those entities are repeat clients. Holdings in unlisted insureds, brokers or repairers are not permitted while engaged in claim work involving those entities.

10.6 Related-firm assignments

Where the same individual or family has interests in more than one surveyor firm, a single claim shall not be handled by both firms simultaneously, and any past or current involvement of a related firm in a claim must be disclosed at the time of accepting an assignment.

Acuere has zero tolerance for bribery and corruption. This applies to soliciting, accepting, offering, promising or paying any improper benefit, in any form, in connection with a claim or any other firm business.

11.1 What is prohibited

• Cash, gift cards, or any cash equivalent — at any value, from anyone connected with a claim or potential claim.
• Gifts, hospitality, travel or entertainment above ₹1,000 in value, even if presented as customary courtesy.
• Facilitation payments — small payments to speed up routine official action — even where local practice tolerates them.
• Indirect benefits — to family members, partners, or favoured vendors — that the employee directs.

11.2 What is permitted

• Modest meals or refreshments during a site visit or meeting, paid by the host as routine courtesy.
• Branded promotional items of nominal value (calendar, diary, pen) received during business meetings.
• Hospitality during catastrophe assignments where insurer / insured arranges accommodation due to operational necessity — to be disclosed to Acuere.

11.3 Reporting

Any offer or attempt at bribery — successful, attempted or refused — must be reported to the Proprietor within 24 hours. The reporting employee is protected under the Whistleblower Policy (Section 16). The firm will not retaliate against any employee who refuses a bribe and consequently loses business.

This section is issued in compliance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. Acuere is committed to providing every employee, regardless of gender, with a workplace free from sexual harassment.

12.1 Definition

Sexual harassment includes any unwelcome physical contact, advances, demand or request for sexual favours, sexually coloured remarks, showing pornography, or any other unwelcome physical, verbal or non-verbal conduct of a sexual nature. It also includes implied or explicit promise of preferential treatment, threat of detrimental treatment, threat about employment status, creation of a hostile work environment, or humiliating treatment likely to affect health or safety.

12.2 Scope

This policy covers all employees, trainees, consultants and visitors at any Acuere premise, any field assignment location, official offsites, and online communication done in connection with work.

12.3 Internal Committee (IC)

In line with the POSH Act, Acuere has constituted an Internal Committee to receive and inquire into complaints of sexual harassment. The IC consists of:

• Presiding Officer — a senior woman employee. [Name, Designation, Email — TO BE INSERTED]
• Internal Member 1 — [Name, Designation, Email — TO BE INSERTED]
• Internal Member 2 — [Name, Designation, Email — TO BE INSERTED]
• External Member — from an NGO or person familiar with sexual harassment law. [Name, Organisation, Email — TO BE INSERTED]

Names and contact details of current IC members are also displayed at office notice boards. At least half the IC members shall be women.

12.4 Complaint procedure

• A written complaint may be filed with any IC member within 3 months of the incident (extendable by 3 months on IC discretion).
• If the complainant is unable to write, IC members will assist.
• The IC will conduct an inquiry and submit its report within 90 days.
• Strict confidentiality is maintained throughout. Identities of complainant, respondent and witnesses are not disclosed beyond the inquiry.
• On finding of harassment, action ranges from written warning, transfer, deduction of leave or salary, to termination, depending on severity.
• False or malicious complaints are themselves treated as misconduct — but a complaint that cannot be proved is not the same as a malicious complaint.

12.5 Protection from retaliation

No employee will face any adverse action — direct or indirect — for filing a POSH complaint in good faith, supporting an inquiry, or refusing unwelcome conduct.

Acuere hires, pays, promotes and terminates on the basis of merit, performance and role fit. We do not discriminate on grounds of religion, caste, race, gender, sexual orientation, marital status, pregnancy, disability, age, language or place of origin.

Reasonable accommodation is provided for employees with disabilities to the extent practicable in our work setting. Requests for accommodation should be made to HR or the Proprietor.

Any concern about discriminatory treatment may be raised through the Grievance Redressal mechanism (Section 14). Discrimination is treated as serious misconduct.

A grievance is any concern an employee has about their work, working conditions, supervisor, peer, salary, leave, or any policy. The aim of this process is to resolve grievances quickly and fairly, close to where they arise.

14.1 Three-stage mechanism

• Stage 1 — Reporting Manager: Discuss the grievance in writing or in person. The manager will respond within 5 working days.
• Stage 2 — HR / Department Head: If unresolved, escalate in writing to HR or the relevant department head within 7 working days. Response within 7 working days.
• Stage 3 — Proprietor: If still unresolved, write to the Proprietor. Response within 10 working days. The Proprietor's decision is final on internal grievances.

14.2 Bypassing stages

Where the grievance is against the reporting manager directly, or relates to harassment, fraud or safety, the employee may go directly to the Proprietor or to the relevant policy channel (POSH, Whistleblower).

14.3 No retaliation

Filing a good-faith grievance, however it is decided, will not adversely affect performance review, increments, assignments or any other employment matter.

15.1 Acts of misconduct

The following are illustrative — not exhaustive — examples of misconduct that may attract disciplinary action:

• Theft, fraud, dishonesty or misappropriation of firm or client property.
• Falsification of any survey report, photograph, voucher, attendance record or expense claim.
• Breach of confidentiality or unauthorised disclosure of claim data.
• Acceptance, solicitation or offer of any bribe, gift or favour in violation of Section 11.
• Undisclosed conflict of interest in violation of Section 10.
• Wilful damage to property, premises or equipment of Acuere, clients or insureds.
• Sexual harassment, bullying or discrimination as defined in Sections 12 and 13.
• Use of abusive language, threats or physical assault on premises or in the course of work.
• Habitual late coming, absenteeism or insubordination.
• Working under the influence of alcohol or drugs during work hours, or carrying intoxicants on premises.
• Engaging in any outside business or assignment in violation of Section 4.5.
• Refusal to follow lawful and reasonable instructions of a superior.
• Misrepresentation in the resume, qualifications or background submitted at the time of joining.

15.2 Action levels

• Verbal counselling — for minor first instances.
• Written warning — for repeated minor or first significant breach.
• Show-cause notice — formal written notice requiring an explanation within a stated timeframe (usually 7 days).
• Inquiry — for serious allegations, conducted by an authorised person or a small inquiry committee, with reasonable opportunity to the employee to present their case.
• Suspension — pending or following inquiry.
• Withholding of increment, demotion, financial penalty, or termination — depending on findings.

15.3 Principles

• Action is proportionate to the misconduct and considers prior record.
• The employee is heard before adverse action, except where the misconduct is admitted in writing or there is a risk of further harm.
• Termination on grounds of serious misconduct is without notice and without payment in lieu of notice, but with full and final settlement of legitimate dues.

This policy gives every Acuere employee a clear, protected channel to report wrongdoing. We would rather hear about a problem early and fix it than discover it through a regulator, an insurer audit, or the media.

16.1 What can be reported

• Fraud or financial irregularity in survey reports, invoices or accounts.
• Bribery, kickback or any conflict-of-interest violation.
• Falsification, alteration or suppression of evidence in a claim.
• Breach of IRDAI regulations or any other applicable law.
• Serious safety lapse or risk to life on a Acuere assignment.
• Any retaliation against an employee for raising a complaint.

16.2 How to report

Reports may be made by email to a dedicated whistleblower mailbox (whistleblower@acuere.in — to be activated and circulated separately) or by sealed letter addressed to the Proprietor, marked Confidential. Anonymous reports are accepted, though identified reports are easier to investigate fully.

16.3 Protection

Any employee reporting in good faith, even if the report is later found to be unsubstantiated, is fully protected against any form of retaliation — direct or indirect, immediate or delayed. Retaliation against a whistleblower is itself a serious misconduct under Section 15.

16.4 Investigation

Reports are reviewed by the Proprietor (or, where the Proprietor is the subject of the complaint, by the external IC member or an independent professional appointed for the purpose). Investigation is confidential and timed to complete within 60 days where practicable.

17.1 General principles

• Personal social media is personal — but anything that identifies you as a Acuere employee carries the firm with it.
• Do not post photographs taken at insured premises, accident sites or claim locations on personal social media. Even without captions, these can identify the insured and breach confidentiality.
• Do not comment publicly on any live or past claim handled by Acuere.
• Do not name or tag insurers, brokers or insureds in any post connected to work.
• Personal opinions on insurance industry topics are permitted, with a clear disclaimer that they are personal and not Acuere's views.

17.2 LinkedIn and professional profiles

You may list Acuere as your employer and describe your role in general terms. Do not list claim numbers, named cases or claim values. Recommendations and endorsements between colleagues are encouraged.

17.3 Press, media and conferences

Speaking to print, broadcast, online media or at industry conferences in any capacity that connects to Acuere requires prior written approval from the Proprietor. This includes podcast appearances, panel discussions, written articles and quotes.

18.1 Provident Fund (PF)

PF is not currently applicable as the firm has fewer than 20 employees. The firm may opt for voluntary EPFO registration, and will mandatorily register on crossing the 20-employee threshold.

18.2 Employees' State Insurance (ESI)

Employees drawing wages within the ESI threshold (currently ₹21,000 per month) are covered under the Employees' State Insurance Act, 1948. Employee contribution: 0.75% of wages; employer contribution: 3.25% of wages. ESI provides medical, sickness, maternity and disablement benefits at notified ESIC dispensaries and hospitals.

18.3 Gratuity

Gratuity is payable per the Payment of Gratuity Act, 1972, on completion of 5 years of continuous service (or earlier in case of death or disablement). Calculation: (Last drawn basic + DA) × 15 / 26 × completed years of service. The current statutory ceiling is ₹20,00,000.

18.4 Statutory Bonus

Statutory bonus under the Payment of Bonus Act, 1965 applies at 20+ employees and is currently not applicable to the firm. A discretionary annual bonus may be declared at the firm's discretion based on performance and profitability.

18.5 Group medical insurance

Where Acuere provides group mediclaim cover, the policy details — sum insured, family coverage, cashless network, claim procedure — are shared with the employee at the time of joining or policy renewal. Premium is borne by the firm except for any voluntary top-up requested by the employee.

18.6 Maternity Benefit

Maternity benefit is provided per the Maternity Benefit Act, 1961 (as amended), including 26 weeks of paid leave for women employees with up to 2 surviving children, 12 weeks for the third child, and 12 weeks for adopting / commissioning mothers, subject to eligibility.

18.7 Professional tax and TDS

Professional tax (state-specific) and income tax TDS are deducted at source per the Income-tax Act, 1961. Form 16 is issued annually.

19.1 Cycle

The annual performance review runs in March, with increments and bonuses effective 1 April. Mid-year check-ins are encouraged but not formal.

19.2 What is assessed

• Quality and timeliness of survey reports — accuracy, policy interpretation, adherence to format, internal review feedback.
• Site discipline — punctuality at site, communication with insured/insurer, conduct.
• Compliance — IRDAI guidelines, conflict-of-interest disclosures, confidentiality.
• Productivity — number of assignments handled, turnaround time, follow-up closure.
• Team contribution — knowledge sharing, mentoring, response to peers.
• Behaviour — adherence to Code of Conduct (Section 4) and other policies in this handbook.

19.3 Outcomes

Outcomes include increment, bonus, role change, or — in case of sustained underperformance — a performance improvement plan (PIP) of 3 months. Failure to clear a PIP may lead to separation.

20.1 Induction

Every new joiner goes through a structured induction in the first 30 days, covering firm orientation, claim workflow, report formats, IT systems, IRDAI regulations relevant to their role, and key policies in this handbook.

20.2 Continuing professional education

Acuere encourages employees to pursue relevant qualifications — Insurance Institute of India (III) papers, Institute of Risk Management, Institute of Loss Adjusters, CA / CMA modules, technical certifications. Examination fees and study material may be reimbursed for approved courses, against a service-back commitment of 1–2 years depending on cost.

20.3 IRDAI surveyor licence

Active surveyors must keep their IRDAI surveyor licence current. CPD (Continuing Professional Development) credits required by IRDAI for renewal must be completed within timelines. Acuere reimburses renewal fees and CPD course fees for licensed surveyors actively assigned to surveys. Lapsing of licence due to surveyor's neglect may attract disciplinary action.

21.1 Notice period

Confirmed employees

60 days written notice

On probation

30 days written notice (either side)

Termination for misconduct

Without notice or pay in lieu (Section 15)

21.2 Resignation process

• Submit written resignation to the reporting manager and HR, addressed to the Proprietor. Resignation by WhatsApp / verbal communication is not accepted.
• The notice period begins from the date the resignation is received in writing.
• Buy-out of notice period (paying basic salary for unserved days) may be permitted at the Proprietor's discretion, but is not a right.
• During notice period, complete handover — pending claims, draft reports, files, passwords, equipment — to a designated colleague.
• All firm assets (laptop, phone, ID card, files, documents, vehicle if any) must be returned by the last working day.
• Sign the no-dues form, exit checklist and confidentiality reaffirmation.

21.3 Full and final settlement

F&F is processed within 45 days of the last working day, subject to clearance from accounts, IT and admin. F&F includes pro-rated salary, leave encashment of PL, statutory dues pro-rated, gratuity if eligible, less any recoveries (advances, asset non-return, notice shortfall). The TDS-adjusted Form 16 is issued in the following financial year.

21.4 Exit interview

Every separating employee is invited to an exit interview with HR or the Proprietor. The conversation is treated confidentially and is used to improve workplace conditions. It is voluntary.

21.5 Continuing obligations

• Confidentiality of claim data and client information continues indefinitely.
• Non-solicitation of Acuere's clients and active employees for 12 months from the last working day.
• Surrender of any IRDAI / Acuere-issued credentials linked to the firm's licence.

This handbook may be amended by the Proprietor from time to time. Amendments take effect from the date notified in writing. Where a change affects a substantive entitlement (leave, salary structure, notice period), the firm will provide reasonable notice — typically 30 days — except where a change is required to comply with law, in which case it takes effect immediately.

The latest version of this handbook will always be available on the Acuere portal. In case of any conflict between a printed copy and the portal version, the portal version is authoritative.

This page is to be detached, completed and returned to HR within 7 days of joining (for new employees) or within 7 days of issue of a new version of this handbook (for existing employees).

I, the undersigned, confirm that:

• I have received a copy of the Acuere Employee Handbook (Version 1.0).
• I have read and understood its contents, or have had them explained to me in a language I understand.
• I agree to comply with all the policies, procedures and standards of conduct set out in this handbook.
• I understand that this handbook is not a contract of employment, and that Acuere may amend it from time to time with reasonable notice.
• I understand that any breach of this handbook may attract disciplinary action up to and including termination.

Employee Name

Employee ID

Designation

Department / Branch

Date of Joining

Signature

Date

Place

For office use:

Received by HR

Date