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ESDS's business success is directly linked to its integrity in dealing with customers, suppliers, employees and governments. In order to be valued, we must be trusted. The highest order of ethical conduct has and continues to be the very foundation of our enterprise. The following statement of business philosophy and objectives applies to all facets of ESDS's business. This Code of Business Conduct
Adherence to this Code is the responsibility of each member of the Management (the "Mgmt"), offic er and employee (individually, a "ESDS Person"; collectively, "ESDS Personnel") and is a condition of continued service or employment. Every director, officer and employee is to comply with this Code, to raise questions when in doubt about the best course of action, and to report possible misconduct promptly after becoming aware of it. Unless a particular provision of this Code directs otherwise, employees are to raise questions with their supervisor, the Human Resources Department, or the Management Team.
Information about how to report possible misconduct is set forth under “Compliance” below.
In addition to the principles discussed here, there are specific policies and procedures that apply when dealing with financial matters, proprietary information, and employment and other issues. ESDS Personnel are to familiarize themselves with these policies and guidelines as well, all of which are explained in ESDS's Policies & Procedures Manual. When we refer to "ESDS" below, we are referring to ESDS and its subs idiaries collectively.
Compliance with Laws
It is ESDS’s policy to conduct its business in accordance with all applicable laws, rules and regulations wherever ESDS does business. ESDS expects all ESDS Personnel to carry out their responsibilities on beha lf of ESDS in accordance with the law and to refrain from illegal conduct. No individual is expected to know the details of all applicable laws, but individuals have an obligation to be knowledgeable about specific laws, rules and regulations that apply to their areas of responsibility. To the extent that provisions of local law are more restrictive than this Code, ESDS Personnel are to follow the more restrictive provisions. To the extent any provision of this Code is expressly prohibited by the laws of a particular jurisdiction in which ESDS does business, the laws of that jurisdiction will prevail within that jurisdiction. Individuals who have questions about whether particular circumstances may involve illegal conduct, or about specific laws that may apply to their activities, are to contact the HR Department.
ESDS assets are more than physical assets and equipment. They include technology and concepts, valuable ideas, trade secrets, and business and product plans, as well as other information about our businesses. ESDS Personnel have a responsibility to protect the confidentiality of all information they receive, from whatever source, while employees or Management team of ESDS. This includes information received from or relating to third parties with which ESDS has or is contemplating a relationship, such as suppliers, customers or affiliates. All ESDS Personnel must protect the confidentiality of confidential information, use this information only for business purposes, and limit the dissemination of confidential information to those (both inside and outside ESDS) who have a need to know the information for business purposes. Confidential information received from third parties is to be used only for the specific purpose for which it was disclosed and handled consistent with the terms of any applicable non -disclosure agreement.
ESDS Personnel have a responsibility to protect ESDS's assets from damage, destruction, theft or unauthorized use.
A conflict of interest is any activity or interest that is inconsistent with or opposed to, or appears to be inconsistent with or opposed to, the best interests of ESDS. This may include an activity or interest of a family member or an organization with which a ESDS Person has a significant relationship.
The following are examples of conflicts of interest to be avoided:
ESDS Personnel are not to:
This determination is to be made:
We prohibit any trading (purchase or sale) of securities by a person while in possession of material, non-public information (i.e., information not publicly announced that could reasonably be expected to be important to a person making a decision to trade in such securities). Communicating non-public information to another person who then bases a trade on such information, or suggesting that another person trade in a company’s securities at a time when you have material, non-public information about the company, are also prohibited under the insider trading laws. Individuals who violate the insider trading laws are potentially liable for civil damages, as well as criminal fines and imprisonment, and companies may face civil penalties for insider trading violations by their employees and other agents.
To avoid serious civil and criminal liability, all ESDS Personnel are to comply with the following rules:
No individual will suffer any reprisals or retaliation for reporting any incidents of harassment, or perceived harassment, for making any complaints of harassment or for participating in any investigation of incidents of harassment or perceived harassment. If you believe you have witnessed some form of harassment in a job -related activity, or believe you have been the victim of harassment, notify your supervisor or Human Resources representative immediately or email at [email protected].
In order to comply with the The Prevention Of Corruption Act, 1988, ESDS Personnel are to observe the following rules:
Following are some guidelines which all the employees of ESDS are bound to follow in ESDS Premises-
1. 1st Shift – 8:00 AM to 5 PM
2. 2nd Shift – 12 PM to 9 PM
3. 3rd Shift – 3 PM to 12: AM
4. 4th Shift – 12 AM to 8 : AM
All the employees are requested to confirm their shift timings and weekly off's from their supervisors at the start of the month. Employees who are often found to be late on their shifts are liable for a disciplinary acti on against them.
1. Each workstation is required to be kept neat and clean at all times. In case they have not been cleaned, the Housekeeping should be informed immediately. In case unsolicited material is lying around, it has to be immediately handed over to respective Manager
2. Employees are not permitted to eat on their workstations.
3. Employees are not allowed to borrow items from other workstations like headsets, keyboard, mouse etc.
Competition laws and regulations throughout the world are designed to foster a competitive marketplace and prohibit activities that restrain trade. Generally, actions taken in combination with other companies that restrain competition may violate the antitrust laws. Certain antitrust violations involving agreements with competitors are crimes and can result in large fines and prison terms for the individuals involved. In addition, actions taken by an individual company in market segments in which it has a particularly strong position may violate competition laws if they have the effect of excluding competition through unfair means. ESDS's success depends on competing independently and fairly at all times. ESDS competes vigorously but within the bounds of fair competition. You are to be attentive to the following types of practices:
Restricting a supplier from selling its products or services (unless proprietary to ESDS) to ESDS's competitors or other third parties may be illegal under some circumstances. Requiring a supplier to buy ESDS products in return for ESDS's purchases may also be illegal under some circumstances, although ESDS may otherwise attempt to sell ESDS products to its suppliers Thus, restrictions on sales to competitors or requiring reciprocal purchases must first be cleared by the CEO.
Confidential or proprietary information is not to be accepted from or released to a supplier unless a written agreement regarding any restrictions on use of disclosure has been executed. Employees are not to discuss the problems or weaknesses of one supplier with another.
In addition to the above, ESDS Personnel are not to engage in any unethical or other conduct that could besmirch, whether directly or indirectly, the reputation of ESDS or any of its affiliates.
Admittedly no summary of guidelines for ethical business conduct can cover every situation. The absence of a guideline covering a particular situation does not relieve ESDS Personnel from the responsibility to operate with the highest ethical standards of business conduct. Each of us is responsible for his or her actions.
Integrity is the foundation of our business. Each of us must insist that we as individuals, and ESDS as a comp any, attain the highest ethical standards of business conduct.
ESDS does not expect to grant waivers of this Code except in very limited circumstances.Any waiver by ESDS of any provision of this Code with respect to any member of the Management Team is to be made only by CEO, after disclosure of all material facts by the individual seeking the waiver. ESDS shall disclose any such waiver with respect to a member of Management Team in accordance with applicable law. Any waivers for other individuals a re to be granted only by the Chief Executive Officer or any person nominated by the CEO.