🤝 Trust & custody — brief the consultant:
- Please vet Clauses T1–T3 (day-one confidentiality, verification consent, rung-wise custody & access) for enforceability in our state.
- What is the lawful procedure for police verification of private employees here — and can we make completing it a condition of employment?
- Review our suspicion protocol: same-day access freeze → show-cause → reply → inquiry → reasoned order. Where could it be challenged?
- Recommend a fidelity guarantee insurance structure for a jewellery retailer — coverage, exclusions, claim-time documentation.
Clause T1 — Confidentiality (day one, survives exit): You shall not, during or after your employment, use or disclose any confidential information of the Company — including designs, techniques, pricing, margins, stock records, supplier terms, and client identities and purchase histories — except in the proper performance of your duties or as required by law.
Clause T2 — Verification Consent: You consent to the Company verifying your identity, address, references, prior employment and police records at the time of hiring and periodically during employment. You confirm that all information and documents provided by you are true, complete and your own; any false or forged submission shall constitute misconduct.
Clause T3 — Custody & Access (rung-wise): Access to stock, safes, keys and records is granted in writing, by level, and may be modified or withdrawn by the Company at any time. You shall handle valuables only under the two-person procedures notified to you, and shall report any loss, discrepancy or deviation the same day.
🔍 Sourcing — brief the consultant:
- Vet Clauses P1–P3 (finder's fee, employee referral, apprenticeship engagement) — any registration or documentation duties they create?
- Confirm the clean-hiring line when recruiting from competitors: our exposure if a new hire brings data or designs we never asked for?
- Which apprenticeship route (Apprentices Act / NAPS) fits a jewellery retailer of our size, and what compliance does it create?
- Any Shops & Establishments constraints in our state on paid work trials or probation terms for new hires?
Clause P1 — Finder's Fee Agreement: The Company shall pay the Introducer a one-time fee of ₹[amount] for each candidate introduced in writing who is (a) selected after the Company's standard vetting, and (b) completes ninety (90) days of employment. Half is payable at joining and half on completion of 90 days. An introduction confers no right to employment, and the Company's hiring decision is final.
Clause P2 — Employee Referral Addendum: Employees may refer candidates for open roles. A referral bonus of ₹[amount] is payable when the referred candidate completes ninety (90) days. Referred candidates undergo the same verification and trust-ladder entry as all hires; a referral creates no obligation to select.
Clause P3 — Apprenticeship Engagement: The Apprentice is engaged under the applicable apprenticeship framework for a term of [months] months at a monthly stipend of ₹[amount], for training in [trade]. Engagement as an apprentice is not an offer of employment; any subsequent employment shall be by separate letter and shall enter at Rung 0 of the Company's access ladder.
💸 Retention — brief the consultant:
- Vet Clause G1 — is a vesting loyalty bonus safely outside 'earned wages' at forfeiture, including under the Code on Wages definitions?
- Confirm notice-pay recovery from full & final settlement, and handover-conditional relieving letters, are lawful and correctly worded for our state.
- PF/ESI/gratuity treatment of the loyalty bonus — does it count as 'wages' for contribution purposes at our salary band?
- Review Clause G3's 12-month non-solicitation — is the scope (staff + clients dealt with in final 12 months) enforceable as drafted?
Clause G1 — Loyalty / Retention Bonus: In addition to monthly salary, the Company shall credit a loyalty bonus of ₹[amount] per completed month of service, payable in lump sum on completion of each twelve (12) months of continuous service. Amounts accrued but not yet vested on the date of cessation of employment, for any reason, shall stand forfeited and shall not be treated as earned wages.
Clause G2 — Notice & Handover: Either party may terminate employment with [days] days' written notice. Salary in lieu of unserved notice may be recovered from the final settlement. Issuance of the relieving letter and experience certificate is subject to complete handover of stock, keys, records, accounts and passwords per the Company's checklist.
Clause G3 — Post-Exit Confidentiality & Non-Solicitation: Following cessation of employment you shall keep confidential all client identities, purchase histories, pricing, designs and processes of the Company; and for twelve (12) months you shall not solicit any employee, client or supplier of the Company with whom you dealt in your final twelve months.