Imperial expects its employees to achieve and maintain a high standard of ethics, professional conduct and work performance to ensure the company maintains its reputation with all internal and external stakeholders.

This policy will be seen to be successfully applied when all employees are seen to perform their duties professionally with skill, care and diligence.

This includes:

Employees who do not conform to this standard of conduct will be subject to disciplinary action.

Dress choice is a matter of personal discretion and work attire will have an impact upon Imperial’s image as well as your work colleagues.

Employees must always present a clean, professional appearance. Everyone is expected to be well-groomed and wear clean clothing, free of holes, tears, or other signs of wear.

All employees are expected to dress professionally, anything that is revealing or inappropriate will not be entertained.

Employees are expected to dress in [casual, business casual, smart casual, business] attire unless the day’s tasks require otherwise.

Imperial provides equal employment opportunity to all qualified persons without discrimination on the basis of age, sex, race, disability, marital status or religion in accordance with applicable local, state and national laws and regulations. Imperial will make reasonable job accommodation for persons with disabilities who can perform the essential functions of the position for which they are qualified and selected.

All employment and promotion decisions will be based solely upon individuals’ qualifications, experience, prior contribution and demonstrated capacity to perform at higher or improved levels of performance and will be in accordance with the principle of equal employment opportunity. Imperial will take whatever affirmative action is necessary to attract and retain qualified persons.

Imperial has Zero Tolerance for Sexual Harassment. We are committed to ensure a fair and equitable workplace for all free of intimidation and sexual harassment, promoting a culture of Fairness, Respect and Safety. Sexual harassment is an unacceptable form of behavior which will not be tolerated under any circumstances.

All complaints of sexual harassment will be treated seriously and promptly, with due regard to confidentiality. Disciplinary action will be taken against any employee who breaches the policy.

Employees must refrain from comments about other’s personal lives, including family, relationships, appearance, lifestyle or beliefs. Body shaming in any form is strictly prohibited and may result in disciplinary action. Everyone is expected to foster a respectful, inclusive and supportive work environment.

All new employees should complete an induction program upon their commencement. The induction period also refers to the three months probationary period during which it is recognized all staff may need ongoing familiarization with their role, the business, systems and processes.

The objective of the induction policy is to familiarize the employees with the company, their job, the industry, colleagues, company systems, processes and policies with a view to ensuring they can make a contribution to business outcomes as quickly as possible.

Employees may be given access to the asset by the company, who will assume temporary ownership of it. The asset owner will be responsible for ensuring that the asset and any data or information associated with it are classified and safeguarded. Employees must ensure the safety, maintenance and upkeep of these assets This must not be left unattended in public and should be protected from any kind of damage.

In case a company-issued property has been lost, stolen or damaged, it must be reported immediately to the reporting manager and senior management. Employees will bear 50% of the expense of any loss of office property and 50% will be borne by the company. All employees will return all of the Company’s assets in their possession upon termination or change of their employment, contract or agreement as defined in the Human Resource Policies. Violation of this policy is subject to disciplinary action.

At Imperial, we aim to be an employer of choice - where people want to work. As a business we are committed to giving all members of our team every opportunity to develop their careers, to contribute to our business and to share in its success.

The Performance Management System is designed to support the completion of the work of the organisation. It will also define, measure and recognise the contribution of individuals and help the organisation establish achievable goals for all of its people – it is a team-based approach. At any stage, if you have any questions or concerns you can raise them with your manager.

Imperial has a human resources strategy that recognises the value of its people. Part of this strategy is the fair treatment of all employees. This requires a minimum standard of conduct and performance be agreed, set and communicated with all employees.

Where an employee has deliberately breached a company policy or procedure, or engaged in misconduct, disciplinary procedures will be initiated. Employees will be treated fairly and the proper procedures will be followed. Employees will be made aware of their responsibilities, counselled and given the opportunity to reach the standards expected of them and the chance to defend themselves before action is taken.

Imperial supports the right of every employee to lodge a grievance with his/her manager if the individual believes a decision, behaviour or action that affects their employment is unfair. We aim to resolve problems and grievances promptly and as close to the source as possible with graduated steps for further discussions and resolution at higher levels of authority as necessary. Grievances will be actioned discreetly and promptly dealt with in an objective manner.

Protecting and safe guarding of all and any confidential information pertaining to Imperial’s business/trade or/and clients/customers. In the course of employment with Imperial, employees may obtain confidential information or may have or be required to create confidential Information. It’s the duty of every employee of Imperial to maintain the strictest confidentiality in respect of Confidentiality Information and acknowledge that all and any confidential information will not be disclosed to any person, organization, institutions or any other legal or natural body directly or indirectly, whether or not providing such information will harm them company in what so ever manner directly or indirectly.

Employees of Imperial should maintain the confidentiality of information entrusted to them in carrying out their duties and responsibilities, except where disclosure is approved by the company or legally mandated or if such information in favor or benefit/well-being of the company employees of Imperial should not seek to take unfair advantage of the Company through manipulation, concealment, abuse of privileged information, misrepresentation of material facts or any other unfair dealings

No user should view, copy, alter or destroy another’s personal electronic files without permission (unless authorized or required to do so by the management and/or by prior approval from appropriate authority).

Imperial ensures that all marketing materials or items considered intellectual property that include information about partner institutions are produced with the permission of that institution. No pictures, logos or information is otherwise produced or created without the express authorization of that partner institution.

Information and intellectual property (including pictures, logos, brands and trademarks) from non-contracted or partnered institutions are not included in any marketing material, without the owner’s express written permission.

This Policy encourages its employees to take a break from work as this provides for a healthy and efficient staff. The leave policy sets out the various types of leaves that an employee is eligible for and outlines the procedure for taking leave.

An email requesting approval must be sent to the respective Line Manager. Approvals are mandatory. In the absence of approval, the day will be treated as unpaid leave. Except in emergency or unanticipated circumstances, all leave must be requested, approved and scheduled before the employee is absent from work.

Employees should ensure that when they work from home or remotely, they are reachable at all times during the working hours, except for authorised breaks. If an employee will not be reachable for any reason, they should notify their Line manager in advance. Employees are required to follow their regular work schedule when working remotely or from home. Such a working arrangement does not permit the employee to have any greater flexibility regarding their hours of work.

Employees who are unwell or injured must take a leave of absence from work and may not choose to work from home.

The total break period in a day is one hour, which includes lunch, tea and smoke breaks. A slight variation in timing is understandable, but we expect that employees adhere to the designated break times as much as possible.

Please be aware that consistently exceeding the allotted break period will not be tolerated. Failure to comply with this policy may lead to disciplinary actions.

All employees are required to submit their daily work reports by end of the day (EOD). Failure to do so will result in being marked absent for the day.

The purpose being to ensure transparency, accountability, and alignment with daily goals and responsibilities.

Please be noted that 15 minutes is the buffer you have for reaching the office. If you arrive any later than 15 minutes, it would be regarded as late and an email needs to be sent to your Reporting Head with a copy marked to Admin and HR. Employees who are found to report late more than three times in a month will have to face deductions in their leave/salary. Emergency situations or some other problem should be informed to the Reporting head and only genuine reasons will be considered on a prior information basis.

While we do acknowledge the occasional need to use personal phones, excessive usage especially for activities, like playing games, during work hours that disrupts workflow is not acceptable. Employees found violating this policy may face disciplinary action as per company guidelines. Please exercise discretion and limit personal phone calls to non-work hours whenever feasible.

All official communication should happen via email. This ensures clarity, documentation and proper tracking of interactions. Office numbers are strictly for official purposes only. Personal use of this number should be avoided during working hours. Turn on your Last Seen status on WhatsApp to ensure transparency. This will allow others to know when you were last active, aiding in better coordination.

Enable Read Notifications on WhatsApp. Respond to messages promptly during working hours. If you are unavailable, it’s important to inform colleagues or line managers so they are aware of the situation. Ensure that all official communication, whether via email or WhatsApp maintains professionalism and respect at all times. Also, Imperial has the right to terminate your employment with a one-month notice period based on non-performance or misconduct.