Intimating client in advance once you have only 1 or 2 Days work left.
Day Starting Email/Message (Project that person would work on)
Day End Email/Message (Project that person has worked on)
Sending Daily/Weekly Timesheet.
Making an SOP of your work within 3 months of starting and taking a Client Sign off. (Updating on an Ongoing basis)
Making a Review Checklist of your work and taking a Client Sign off.
Cross Review/Cross Training of the work done by other staff members.
Intimating about Breaks/Late Coming/Early Going etc. Maintain transparent communication on working hours.
Detailed Reporting of Timesheet shall be describing the task that has been completed. Please don’t classify time under Admin task. Reporting “Available for Work” in timesheet if you don’t have work.
Cultivate a work environment that discourages rushed submissions. Emphasize the significance of self-review before finalizing and sharing tasks.
Compile and summarize review notes in a shared Google Sheet format for each clients. (Whether review notes received in Cross Review by staff or Shared by Client)
Taking feedback from client at regular intervals for your work. Regularly initiate discussions to gather client feedback on ongoing work progress. Integrate client insights to drive continual improvements and alignment.
Increased Female Participation in our Workforce 17% in December 2020 to 28% in December 2022.
For Female Staff working up till late hours - Drop off shuttle till their doorstep - better transport safety.
CCTV Camera in all Drop off shuttle.
Female Grievance Committee/Anti Abuse or Harassment Policy.
Allowing WFH and Hybrid. (Subject to Client Approval on Selective Cases Only).
Female Staff getting preference of being allocated to EST/CST clients. (So less crossover required)
Implementation of Overtime Working in Season converted as leaves and taken as off during slow team.
Implementation of Early Fridays.
Implementation of Day Closing.
Average Replacement Time is about 25 days for 2022. Approximate replacement time levelwise is following:
| Level 1 to 3 | 1 to 3 Weeks |
| Level 4 | 2 to 4 Weeks |
| Level 5 & Above | 3 to 9 Weeks |
Within 1-year replacement Policy: We shall offer a 2-week free Look-in Cancellation Option. (i.e if the hired staff doesn't work out, you can cancel their services within 2 weeks, receive a refund for that period, and no 9-week notice is required). Alternatively, we can provide a staff member one level above the outgoing candidate and charge you at the current level for the first 6 months. Whichever option you select, Our technical manager will provide increased attention to the new staff for 9 to 12 weeks, aiming to minimize training and handholding efforts on your end.
Another Tip on staff replacement is Cross Review/Cross Training replacement process shall be become easier.
Replacement of Level 4 & above staff takes more time.
Outgoing staff member is required to serve a notice period of 2 months so transition/knowledge transfer is smooth.
We closely monitor staff hints of resignation. If their floor manager or others gives any indication, we promptly escalate it to you for advance understanding even though we may not have received official resignation.
We generally discourage work-from-home/hybrid work requests, but in the post-pandemic era, many Big 4 and large firms have adopted a more flexible approach. These firms are allowing not only permanent WFH but also working on Indian timings. (9.00 am IST to 6.30 pm IST). We still prefer to have at least 3 to 4 hours of crossover time. However, as a result, experienced staff members now have expectations for this flexibility as well. We may consider allowing WFH/Hybrid in certain situations like listed below:
The medical condition of staff members
Medical condition in the family.
Female staff pregnancy and post-pregnancy.
Indian families at times don’t allow female staff to work late at night.
Male staff after getting married and having kids.
A staff member working complete US Timings.
Experienced Staff in many cases.
And such other situations…
(Additional Security To be Implemented for WFH/Hybrid Staff)
Client Approval in Writing required. (If Client haven’t approved we can’t allow as per the contract).
Additional Data Security & Confidentiality Undertaking in writing given by Staff. (Shared with Client)
EndPoint Device Management (Desktop/Laptop).
Dedicated Workspace in the House (Can’t Work from Couch/Bed/Dining Table)
Compulsory Installation Insightful - Employee Monitoring App.
Activity, Attendance, Workflow Monitoring Through Insightful App.
Workstation shall be IP Locked. (Get it Whitelisted from Client Side as well). (As IP Locked staff can’t work from Starbucks or Restaurant or any other place)
Dedicated Monitoring or Browsing and Other Activity Alerts. (WFH/Hybrid working Computers) (Monitoring of Computer Activity - On Daily Basis - Through Insightful & IP Tracking.)
Dedicated Internet Line to be Taken from Approved Providers.(Internet line to be provided by Company only, Personal Line Not Allowed)
Computer set up on our centralized domain controller. (We can control all our devices remotely and lock it in case of compromise)
Laptop Device Management to be Installed. (Incase Laptop is Given)
Antivirus Installed and Time to Time Updated on all devices.
Additional Layers of Firewall Protection - TZ series (Sonicwall) for Managing Websites, Security and Internet Load.
10 Days Paid Public Holidays (As per List of Holidays)
18 Days of paid time off (18 Days PTO)
All paid time off, except medical leaves, shall be subject to client approval at least one week in advance
PTO can be utilized for Exams / Vacation / Planned / medical leaves / other purposes
10 days paid holidays will be charged.
The calendar year will be Jan to Dec.
These leaves will be calculated on a pro-rata basis from Jan to Dec, irrespective of changes in staff throughout the year
Paid time off does not include Maternity or Paternity leave. This will be borne by MYCPE ONE
Leaves shall not be encashed or carried forward to next year
In case of staff replacement, replaced staff can avail of the remaining leave balance
If a staff takes leave during the week and if he works extra hours with your approval
We will deduct leave balance and will charge you for additional hours. e.g. if the staff takes leave on Monday and you want him to compensate it by working on Saturday or working additional hours daily, we will be charging you for (40/20) hours plus additional hours he/she worked
| Month | Jan | Feb | Mar | Apr | May | Jun | Jul | Aug | Sep | Oct | Nov | Dec |
|---|---|---|---|---|---|---|---|---|---|---|---|---|
| PTO Balance | 18 | 16 | 15 | 14 | 13 | 11 | 9 | 7 | 6 | 5 | 4 | 2 |
| Ahmedabad (Accounting Division) | ||
|---|---|---|
| Date | Day | Holiday List 2025 |
| Jan-14 | Tuesday | Makar Sankranti/Hazrat Ali Jayanti |
| Jan-15 | Wednesday | Basi Uttarayan/Pongal/Thiruvalluvar Day |
| Jun-06 | Friday | Eid al-Adha |
| Aug-15 | Friday | Independence Day |
| Oct-02 | Thursday | Dussehra/ Gandhi Jayanti |
| Oct-20 | Monday | Diwali Additional Holiday |
| Oct-21 | Tuesday | Diwali |
| Oct-22 | Wednesday | Diwali New Year\ Govardhan Puja |
| Dec-25 | Thursday | Christmas |
| Dec-26 | Friday | Boxing day |
Regular fees revisions are crucial to ensure our compensation structure remains competitive and aligns with industry standards.
Effective from August 2023 onwards, we are implementing a new streamlined fees revision policy with the following key points.
| Fees Revision | |||
|---|---|---|---|
| Staff Levels | First Year | Annually | |
| Staff Levels | After 6 Months | After 12 Months | Annually |
| Level 1 to 3 | $1 | $1 | $2 |
| Level 4 to Above | $1 to $2 | TBD | TBD |
The initial fees revision will occur after 6 months from the date of hiring and thereafter on completion of 12 months.
All subsequent revisions will take place annually on every January.
Occasionally, there may be interim fees revisions during the year. These revisions may occur in situations such as promotions, level upgrades, or retaining staff after resignation etc. The actual fees revision will be mutually decided upon during such occasions.
Please note that these are suggested fee revision guidelines, and the actual fees revision may differ based on individual circumstances and mutual agreements. Our objective is to ensure a fair and transparent fees revision process while considering the value and contributions of each staff member.
| Staff Level | Hiring Date | First Fees Revision | Second Fees Revision | Fees Revision Thereafter | ||
|---|---|---|---|---|---|---|
| Date | $ Fees/hour | Date | $ Fees/hour | |||
| Level 2 | 1st July 2022 | 1st Jan 2023 | $1/hour | 1st Jan 2024 | $2/hour | Annually |
| Level 3 | 1st Mar 2022 | 1st Sept 2022 | $1/hour | 1st Jan 2023 | $0.5/hour (Pro-Rata) |
Annually |
| Level 3 | 1st Sept 2022 | 1st Mar 2023 | $1/hour | 1st Jan 2024 | $1.7/hour (Pro-Rata) |
Annually |
| Level 4 | 1st Oct 2022 | 1st April 2023 | $2/hour | 1st Jan 2024 | TBD* (Pro-Rata) |
Annually |
| Level 8 | 1st Nov 2022 | 1st April 2023 | $2/hour | 1st Jan 2024 | TBD* (Pro-Rata) |
Annually |
“Allowing staff to work more than 40 hours/week for you or for other firm, if staff has opted for overtime working”
75%+ Staffhas migrated from smaller towns.
No social circleor family.
Office Colleaguesare friends and family.
Focus is to
Send money back home to family.
Better retention of talent.
Many Team members migrate from their hometowns to the cities where we have our offices. We’ve notice that as they are away from their families, they tend to extend their work day by taking lengthy breaks and chatting with their colleagues. To minimize this and enhance work-life balance, we are implementing a ‘Day Closing Policy’ requiring them to complete their regular working hours and head home early once done subject to client approval. Unless there is a work requirement.
We're launching an "Early Fridays" program for non-end client-facing roles. As our team members work the US shift, it limits the time they get to spend with their families. To address this and promote work-life balance, we allow team members to come early and leave early (9:30 for EST and CST Clients, and 10:30 for MST and PST Clients) on Fridays as long as the client approves. There may be exceptions to this policy during the busy season or if the client requests otherwise.
Clients may allow staff to start early and leave early. However, this should ensure a minimum overlap or crossover as required. It's crucial to consider the specific role of the staff when making such decisions. Please coordinate with the Account Manager and heed their advice on this matter.
Great Quality Talent always comes at a cost. (Hiring & Retention)
Offshore staff should have opportunities for advancement in their career.
Quality and then Productivity.
| INCLUSIONS | REIMBURSEMENT GIVEN |
|---|---|
| Coaching Fees | Eligible of Reimbursement |
| Learning Material/Subscription Fees | Eligible of Reimbursement |
| Evaluation Fees | Eligible of Reimbursement |
| Exam Fees | Eligible of Reimbursement |
| Bridge Course/Notice to Schedule/PTIN - Fees | Eligible of Reimbursement |
| Tenure of Employment | 3 Years |
| Maximum Reimbursement Amount (On Clearing 2 Subjects) | INR: 1,50,000 |
| Maximum Reimbursement Amount (On Becoming CPA) | INR: 3,00,000 |
Eligibility is limited to those who start their CPA or EA after joining the company. Staff already pursuing these qualifications at the time of joining will not be considered.
Reimbursement will be provided once a staff member clears two subjects or becomes a CPA and completes three years with MYCPE ONE.
The reimbursement will cover actual expenses up to a maximum of ₹3 lacs.
No paid leave will be granted for exam preparation or attendance.
Available to All the Team Members of all Department.
Available for Male - Shifts Ending On or After - 12.00 am and Female - Shifts Ending On or After - 10.30 pm
Staff should email admin@my-cpe.com in advance to opt-in.
In case of No-Shows more than 3 times - Drop-Off Facility shall be Opted - Out Automatically.
Reimbursement of Personal Ola or Uber booking shall not be allowed.
For Women Safety: All Drivers that we have hired we have done following due diligence
| INCLUSIONS | REIMBURSEMENT GIVEN |
|---|---|
| Coaching Fees | Not Eligible |
| Learning Material/Subscription Fees | Not Eligible |
| Exam Fees | Eligible of Reimbursement |
| PTIN - Fees | Eligible of Reimbursement |
| Tenure of Employment | 2 Years |
| Maximum Reimbursement Amount | INR: 3,00,000 |
Eligibility is limited to those who start their CPA or EA after joining the company. Staff already pursuing these qualifications at the time of joining will not be considered.
EA coaching scholarships will only be available through MYCPE ONE Academy. Staff can access coaching, doubt-solving sessions, or courses on MYCPE ONE Academy without any lock-in or agreement.
Reimbursement will be provided after you complete your EA and have two years of service with MYCPE ONE.
The reimbursement will cover actual expenses or a maximum of ₹60,000.
No paid leave will be granted for exams.
Relationships are crucial, especially within the confines of a specific industry. Today's colleague could be tomorrow's senior, junior or boss. Departing on a sour note can have long-term implications, affecting potential opportunities or collaborations in the future. Maintain professionalism and respect, even if you're parting ways.
References are testimonials of trust. If the exit process becomes contentious or if the relationship with the employer becomes tarnished, it's unrealistic to expect them to vouch for your skills or character later on. A good reference can often be the difference between landing a dream job and missing out, so always aim to leave on good terms.
Companies often have a set exit or off-boarding process, which could include tasks like handing over duties, returning company property, notice period, not taking leaves in notice, being transparent in you dealing exit or attending an exit interview. Adhering to these processes ensures a smooth transition for both the individual and the organization. It reflects one's professionalism and respect for the institution they're leaving.
Sometimes, individuals find that the grass isn't greener on the other side and wish to return to their previous employer. If the departure was amicable and bridges were maintained, the door for re-entry remains open. Companies often appreciate the return of former valuable employees, known as "boomerang employees", as they bring back additional experience and perspective.
Industries can often be tight-knit communities where word travels fast. Actions, attitudes, and reputations built today can impact opportunities and perceptions years down the line. By thinking long-term, individuals can make decisions that bolster their reputation and foster trust, setting themselves up for a fruitful and extended career in the sector.
An exit interview is a platform for you to share constructive feedback. It's an opportunity for the company to learn and grow. Be honest, Your insights might pave the way for positive changes for your colleagues and successors.
Refrain from posting negative comments or details about your former employer online. In the age of digital connections, these posts can have unintended consequences and reflect poorly on you more than anyone else.
Even after leaving, remember the obligations towards any non-disclosure or confidentiality agreements you may have signed. Keeping trust intact is essential, not just legally, but ethically as well.
Assist in the transition process. Offer to train your successor or create a handover/SOP document. This not only aids the company but also reinforces your image as a team player.
Just because you're leaving doesn't mean you sever ties completely. Stay in touch with former colleagues and superiors. A strong professional network is an asset that benefits you throughout your career.
Before leaving, take a moment to thank those who've supported and mentored you. A simple gesture of gratitude can leave a lasting positive impression.
If you have grievances or concerns, address them through appropriate channels like HR rather than indulging in office gossip. It's always better to seek resolutions rather than dwelling on or amplifying issues.
If the company offers a counter-proposal or new terms, be open to considering them. It's a testament to your value in the organization. Even if you decide to leave, such discussions can provide insights into your professional worth.
Before announcing your decision, have a clear plan in place regarding your next steps. Whether it's a new job, further studies, or a sabbatical, it's good to have a direction. This also makes the exit process smoother and less stressful.
Your journey at any organization is a mosaic of moments, milestones, challenges, and celebrations. While recent events might be most vivid in your memory, it's essential to take a step back and view the bigger picture. Think about the early days, the projects you were a part of, the challenges you overcame, and the friendships and mentorships you forged. Each of these experiences, be it positive or challenging, contributed to your professional growth. As you move forward, carry the entirety of these learnings with you, not just the final moments.
Purpose: Gratuity is a statutory benefit paid to employees as a token of appreciation for their long-term service.
Employee Type: Permanent employees only.
Minimum Service: Any Permanent employee with the company is eligible for gratuity.
Gratuity Calculation: 4.81% of the Basic Salary × Months of Service
Gratuity Payable: The amount is processed and paid along with the full & final settlement as per company timelines upon resignation, retirement, superannuation, or in case of unfortunate death or permanent disability.
Taxation: Gratuity is tax-free up to ₹20 lakh under section 10(10) of the Income Tax Act, 1961. Any amount above ₹20 lakh will be taxed as per the applicable income tax rates.
Nomination: Employees are required to nominate a beneficiary for the gratuity amount at the time of joining. The nomination can be updated as per the employee’s wishes during their employment.
At our company, we recognize that performance is not a linear equation. It's shaped by a variety of factors, including actions, outcomes, and long-term potential. We believe in a comprehensive approach to evaluation—one that not only considers current tasks but also looks toward future growth. Our evaluation process is data-driven, ensuring fairness and objectivity at every step. We’ve established clear criteria that are designed to support both individual and team development, helping our people grow within the company and contributing to our shared success.
At our company, we prioritize experience and tenure when considering promotions. While meeting client needs and completing timesheets are crucial, we place a strong emphasis on tenure for appraisals. Our focus is on fostering stable, long-term growth, and we provide consistent opportunities for professional development over time.
Number and the type of escalation/appreciation you received from client/manager.
Where there has been any warning or discipline issues with the staff member in past for his conduct
We expect staff member to have good productivity on an overall basis in their timesheet. (Quality First, However Productivity is still a very important consideration)
Performance in L & D Initiatives and upskilling
Client Onboarding Experience. (Feedback).
Feedback from Operations Manager and Custome success Advisory team
Existing Skills set of the staff member.(Technical, Managerial, Communication or Others)
Individual Pursuing CPA or EA and it’s completion.
The objective of an idea suggestion policy is to create a structured process that fosters a culture of innovation, improves business processes, enhances employee engagement, drives business growth, and retains talented employees. At MYCPE One, we believe that great ideas can come from anyone, regardless of their position or seniority. That's why we've implemented an idea suggestion policy to encourage you to share your innovative ideas and insights.
We want to give a platform to employees to share their ideas which fosters a sense of ownership and engagement in the organization. We want the employees to think outside the box and generate creative and innovative solutions to problems. When employees feel that their ideas are valued and heard, they are more likely to come forward with new and potentially game-changing ideas.
Staff sharing innovative ideas appropriately rewarded for their positive action in the interest of the company.
In Team Hub under the Feedback option, you can put the selecting Idea / Suggestion category. If you wish to stay anonymous, this would be visible to Shalin Parikh & Valay Parikh Only. Alternatively, reports can be submitted via email to shawn@my-cpe.com & valay@my-cpe.com.
We're grateful for your contributions to our company's success and we welcome your ideas. We're looking forward to hearing from you soon.
Client Onboarding Experience. (Feedback).
Individual Pursuing CPA or EA and it’s completion.
Feedback from Operations Manager and Custome success Advisory team
Existing Skills set of the staff member.(Technical, Managerial, Communication or Others)
19” Monitor (HD) (Duel Screens)
Processor (Intel i5) | RAM 8 GB | SSD 120 GB |
MSI Motherboard - MSI – H410MV – HDMI & VGA
Mouse - Logitech wired
Keyboard - TVS Gold
Noise Cancellation Headset (Grandstream) | Krisp app Installed (for Noise Cancellation)
HD Webcam (1080 Pixels) |
Licensed Windows OS Installed with MS Suite
Google Chrome
VNC Software Installed (For Remote IT Support) |
LAN Connection on Each Desk (One Phone and One Computer)
Mobile Phone (On Request for Dual Authentication)
Zoom (Free Version) |
Firewall - TZ series (SonicWall) for Managing Websites, Security and Internet Load |
7 - Zip |
USB Disabled |
Seqrite Antivirus |
Office 365 | (Web Version)
Office 365 | (Web Version & Desktop Version) (WFH)
Employee Monitoring Software (Insightful) (WFH)
Licenced Office 365 | (WFH Monitoring)
Zoom & Calendly (Premium)
VOIP (Calling & Text App with US Number)
Adobe DC Pro
Desk Phone | Desk Phone - with EPBX
Extra Screen 19”
Slack or Other Chat System
Krisp (Noise Cancellations)
Able to Extract (PDF to Excel Converter)
Yubico (Yubi Keys - Dual Authentication)
Team Viewer (Individual License)
EndPoint Device Management (Mobile/Laptop)
Any Additional Hardware or Software
Additional or Special (Laptop or Headphone)
1 Year completion with the company.
Medical Expense in family, Marriage, House Purchase/Renovation or such other necessary/expedient reasons only.
0%
12 months to 24 months (Company shall be flexible on this)
Shifting to a managed fee model provides greater flexibility in shaping compensation structures, HR policies, and work arrangements, ensuring compliance while benefiting staff members. However, there are a few critical aspects to keep in mind during this transition:
The work environment, employee expectations, and operational dynamics in India and the Philippines may differ from those in the U.S. or Canada. Adapting policies accordingly is crucial.
Any new policies should at least match the benefits currently provided. Reducing benefits could negatively impact perception and employee morale.
While policies may align with U.S. regulations, they must also comply with local labor laws in India and the Philippines to avoid any legal complications.
Changes should be implemented gradually to ensure smooth transitions and long-term stability. A well-planned approach will enhance acceptance and effectiveness.
Whenever implementing any policy or guideline changes, especially those with financial implications, ensure they are communicated well in advance. It is crucial to build buy-in from stakeholders and, if possible, consult with us before making any adjustments. Additionally, aim for long-term stability and avoid frequent changes to maintain consistency and trust within the team.
Our current policies include 18 paid holidays and 10 PTO days as part of our standard offerings. It’s essential to address any misconceptions that these benefits are additional—they have been an integral part of our policies from the outset. For client moving to managed fee model, intending to changes policies, To ensure clarity and consistency, let’s take steps to communicate this effectively moving forward. When implementing or revising leave policies for offshore, it’s crucial to keep the following considerations in mind:
Any changes should be implemented in a phased approach to ensure a smooth transition and minimal disruption for employees. Sudden overhauls can lead to confusion and resistance.
Policies must respect and align with the cultural norms of the region. For instance, in some countries, certain types of leave and benefits are culturally expected and highly valued.
Policies must strictly adhere to the legal and regulatory requirements of the region, such as the Leave and Gratuity Act, labor laws, or equivalent frameworks. This ensures compliance and avoids potential legal risks.
All policies should meet or exceed existing standards. There should never be a reduction in benefits. Instead, they should be designed to progressively enhance the overall employee experience.
It’s vital to evaluate and match or surpass what competitors in the industry and region are offering. This ensures we remain an attractive and competitive employer in the market.
In India and the Philippines, employees working opposite hours from their normal routines often face unique challenges, especially when adapting to night shifts or other unconventional working hours. So usually they don't get any time to spend with family on weekdays and festivals and holidays are the only time wherein they can do the same.
Our standard appraisal and promotion cycle runs from April to April, aligning with our productivity bonus system, where staff receive annual bonuses based on productive hours worked. This structure has been in place to ensure consistency and motivation among employees.
We have received multiple requests to align the appraisal cycle with the U.S. calendar year (December to December or January to January). While we have continued with our existing system, clients transitioning to a managed fee model have the flexibility to modify this as needed.
Our rationale for maintaining the April cycle is that employees generally avoid switching jobs in December or January, just before the tax season. Instead, they typically complete the tax season, receive their raise in April, and then consider switching jobs—often securing another raise in the process.
If you choose to make this change, ensure clear communication well in advance to gain employee buy-in and facilitate a smooth transition.
Under the hourly rate model, if a staff member did not perform well, primarily due to competency concerns, we might have provided a replacement or we would have waived 9 weeks notice fully or partiall. . However, under the managed fee model, unless a staff member has violated policies or there are conduct or disciplinary issues, we are required to honor a two-month notice period, even in cases of competency or skill-related challenges. This means that the notice period and proportionate fees must be paid, with no exceptions. As a result, greater stringency in policy enforcement is necessary to ensure smooth operations and compliance with the transition. We cannot have a our goodwill damanged because 2 month notice period is both ways as per employment agreement.
If a new hire is being onboarded—meaning they have not previously worked with MYCPE ONE and are being offered a position directly on behalf of the firm—a probation period may be imposed. This probation period can range from 2 months to 6 months, during which termination can be executed with 24-hour notice if necessary. However, while this provision serves as a safeguard, it should not be exercised arbitrarily, as maintaining the company’s goodwill remains a priority. Post completion of Probation period new hire is considered deemed confirmed. Upon completion of probation period standard notice period applies.
For experienced professionals with four to five years or more of industry experience, probation periods may be met with resistance due to concerns over job security. In both India and the Philippines, job stability is a critical factor in employment decisions, and culturally, abrupt termination without a notice period is not widely accepted. Therefore, while probationary terms can be useful for fresh hires or hires with 1 to 2 years experience, they should be applied judiciously with experience hires, considering market expectations and local employment norms.
Coverage up to ₹4 Lakhs under a floater policy.
All employees are covered under this policy.
Maternity expenses covered from ₹60,000 to ₹75,000.
IVF is also covered. (It is added looking at the trend or life cycle of employees)
Applicable for self, spouse, two children, and two parents (or parents-in-law, for employees who completed one year as of March 31, 2024).
In case of hospitalization, inform HR and notify the TPA/agent via email. Assistance is available through the Pazcare.
Two company-paid medical checkups per year, in June and December.
The company is not responsible for claims that are partially approved or rejected for any reason.
HR will assist with claim filing and follow-ups.
HR will coordinate with the TPA/agent. Employees must submit all required documents to the TPA, either online or offline.
This policy aims to support employees who are pregnant by providing clear guidelines on their rights regarding maternity leave, workplace accommodations, and related benefits. MYCPE One is committed to creating an inclusive, supportive, and respectful environment for all employees, ensuring equal opportunity regardless of pregnancy status.
This policy applies to all employees who are legally entitled to maternity benefits under Indian law, including permanent and probationary employees.
We are committed to ensuring that all employees are treated fairly and equally. Pregnancy, childbirth, and related medical conditions will not be grounds for discrimination in hiring, promotion, or any other employment decisions. Any employee experiencing discrimination based on pregnancy should report the issue to the HR department.
In accordance with the Maternity Benefit Act, 1961, employees are entitled to:
Employees on maternity leave will receive their full salary as per the terms of employment during the 26-week period (or 12 weeks for third child and beyond). The salary will be paid as per the regular payroll schedule.
MYCPE One is committed to providing a safe and supportive work environment during pregnancy. If an employee's pregnancy creates any health or safety concerns, the employee should inform HR to explore adjustments or accommodation that may be needed. This could include:
After maternity leave, employees will be entitled to return to their previous position or a comparable role within the company. MYCPE One will make reasonable accommodations to support the employee's transition back into the workplace. Employees who return after maternity leave will not face any disadvantage in terms of career progression or salary.
In compliance with the Maternity Benefit Act, MYCPE One will provide suitable arrangements for employees who need to express breast milk during working hours. This may include providing a private, hygienic space for breastfeeding or expressing milk.
Employees are entitled to two breaks during working hours for lactation for up to one year after childbirth, in addition to regular break times.
We respect the privacy of our employees. All personal information related to pregnancy and medical conditions will be kept confidential and will only be shared with relevant parties (e.g., HR, immediate supervisor) as necessary to ensure compliance with this policy and support the employee’s needs.
Employees returning from maternity leave may request flexible working arrangements (e.g., part-time work, remote work) based on their individual needs. Requests will be considered on a case-by-case basis, subject to the company’s operational needs.
The maternity leave provisions in this policy also extend to female employees who legally adopt a child under the age of 3 months or are commissioning mothers through surrogacy. These employees are entitled to the same maternity leave benefits as biological mothers.
To avail maternity benefits, employees are required to notify HR at least 8 weeks before the expected date of delivery. Employees must submit a medical certificate and/or any required documentation confirming their pregnancy and expected delivery date.
MYCPE One is dedicated to ensuring that employees experience a smooth and supportive transition during pregnancy and return to work. We encourage open communication and strive to provide a conducive work environment for our employees at all stages of their pregnancy and beyond.
Productivity remains a key focus, as it has been flagged by clients and is critical to retaining them. With seasonality in mind, we must ensure that staff works overtime during peak seasons to meet demand.
We’ve started onboarding On-Demand Clients, where clients do not need to allocate specific hours, but we must maintain high productivity to avoid losing clients as we have in the past.
Client expectations are rising, and quality team members need better opportunities for growth and advancement.
The time it takes for staff to get ready or train for client work is currently too high and needs to be reduced for faster deployment and higher efficiency.
Moving forward, team members should be actively working and not just reporting availability or logging false billable hours. We should be paid for the actual work done, not for idle time. If more work is available from existing clients within the same timesheet, we should take it on to boost productivity.
Whenever possible, we should aim to take on Additional work from existing clients within the same timesheet, if available. This not only helps us maintain client satisfaction but also boosts productivity by maximizing the use of allocated hours.
We wanted to be consistently productive
| PRODUCTIVITY ANNUAL BONUS % | % of Package |
|---|---|
| 1600 to 1699 | 2.50% |
| 1700 to 1799 | 5.00% |
| 1800 to 1899 | 7.50% |
| 1900 to 1999 | 10.00% |
| 2000 to 2099 | 12.50% |
| 2100 to 2199 | 15.00% |
| 2200 to 2299 | 17.50% |
Bonus gets accrued annually. Bonus is % is of your salary. (On Gross Last Drawn Annual Package as on December). Payment for the productivity bonus is paid on or before 8th of March in the following year. In case you resign or leave on or before 28th February of the following year you will not be eligible for bonus payment. Bonus cycle will be from 1st of January to 31st of December.
This is over and above overtime leaves. (So if you are able to give Productive hours even after utilizing some or all OT leaves then you shall be eligible for productivity bonus).
In the event of an escalation, the Productive hours for that two weeks will be reduced.
Productivity is considered on “Billed Hours” to clients, not the “Actual Hours” hours worked “Worked in Office”. (However this excludes hours spent on learning and development (L&D), time available for work, time not available for work, and time spent in Internal meetings/events etc). Actual hours worked may be a bit less as well.
If for any reason client disallowed certain hours to be considered as billable. We have to deduct the same from your Productivity Hours
| Gross Working Days (365 - 105 Saturdays & Sundays) | 260 |
| Less: Public Holidays | -10 |
| Less: Paid Time Off (2 Weeks)* | -10 |
| Net Working Days | 240 |
| No. of Hours Working/Day | 8 |
| Total Working Hours a Year | 1920 |
| Annual Productivity Threshold (Hours) | 1600 |
| Annual Productivity Threshold (%) | 83.33% |
Minimum 2 Year Commitment
Notice Period of 60 Days
18 Leaves + 10 Public Holidays
Saturday & Sunday Holiday
Leave Encashment. (For April to March paid in following May)
Tax Season (15th Jan to 15th April and 15th August to 15th October)
Night Allowance Extra
If (Saturday/Sunday Working) (Extra Pay)
Maternity Leave (26 Weeks Paid Leave + 13 Weeks LWP)
Work Timings – Male : Minimum upto 12 AM IST / Female : Minumum Upto 11 PM IST
Paternity Leave ( 2 Weeks)
Drop Off Facility Available to all
Security Cheque : We collect Security Check to be complaint with Regulations
Additional Data security Undertaking in case of WFH/Hybrid working
3 Months Probation period for New Recruit.
No mobile in work areas.
Data Security - Client Confidentiality Core
Medical Insurance - Upto 4 lacs for Self, Spouse & 2 Kids (Floater) + 2 Company Paid Health Check-up
Based on Customers Managers and OTC Managers connects & Interaction with the team members if they feel staff member is planning to resign, they should flag the same in the ERP system as “Anticipated Resignation” or “Anticipated Absconding”. Same would remain confidential.
In the event of a staff member is on unreported or unintimated leave, immediate action is required from the manager. If there is no communication via email from the individual on the same day, efforts should be made to ascertain their whereabouts promptly. The OTC or Customer Success team, as applicable, should initiate emails/calls/whatsapp. If the staff remains unresponsive, it should be promptly marked as "Non-Responsive" on the same day of the unreported and unplanned absence. If the status persists the following day, the classification should be updated from "Non-Responsive" to "Absconding" by the OTC Team, and a report should be submitted to the HR/Admin/CRM/IT/Recruitment/Finance team. (An automated email from ERP would be better options)
HR/Admin shall send out emails, calls, whatsapp messages to the concerned person to provide intimation. However after 3 days HR shall send email that if the person won’t report back we shall submit case to legal team. Within 7 days we should initiate legal action from Legal team as well.
As a multinational company, we want to emphasize the importance of adhering to the agreed-upon notice period. This commitment is a mutual understanding between you and the company as a part of employment agreement, and it plays a crucial role in maintaining a smooth transition.
We've encountered situations where some team members have chosen to "abscond." We urge each team member to consider the long-term implications of such decisions on their career. Unless absolutely unavoidable, this is not a choice that fosters positive goodwill or reflects well on your professional reputation. While we are prepared to take necessary legal actions in such cases, we want to stress that we understand unforeseen circumstances, such as medical emergencies, and are willing to consider these situations with a certain level of flexibility. In cases where it's feasible, we may grant early relieving. However, we strongly discourage choosing the path of "absconding" as it does not align with making the right choices for your career.
Team outings provide a break from routine work, boosting overall employee happiness and motivation.
Allows team members to build stronger relationships and trust, improving collaboration and communication.
Promotes a sense of community, helping employees feel valued and appreciated by the organization.
Gives employees a chance to unwind and de-stress, contributing to better mental health and overall well-being.
A change of environment can spark fresh ideas and new perspectives, benefiting innovation and problem-solving.
Offering outings shows a company’s investment in its employees, helping to improve retention and reduce turnover.
Post-outing, employees often return with renewed energy and focus, leading to higher productivity.
Bills/Invoices Needs to be Provided
Annual Cycle is April to March.
No Accumulation No Carried Forward or Encashment.
Actual Expense if Incurred is lesser than lesser amount would be reimbursed.
No Advance Payment.
No Non-Veg Food/Alcohol shall be allowed.
Once you Incur Submit Invoice and Claim Reimbursement.
Can be utilized in Dinner/Lunch/Birthday Celebration/Outing/Movie/Trips etc
Should be Claim by Manager as Reimbursement.
Reimbursement Form shall be Filled Online.
Submitted to HR Team and shall be processed in 2nd Payment Cycle.
Client Paid shall be given only if approved by client.
It’s Team Activity and Individual Can’t claim.
Includes Gift Given by Manager or Team to Team Member on Birthdays or Cake Bought on Birthday’s etc.
“Let’s respect the rules of the games and ground we are playing. You may disagree with some of those, However we respectfully agree to disagree and commit. Tomorrow you may be leading an organization/team and put yourself in that shoes and imagine”
These guidelines are designed to foster a culture of accountability, discipline, and professionalism within the organization. All employees are expected to adhere to these guidelines to ensure that the workplace remains efficient and respectful for everyone. As we move forward, maintaining a trustworthy environment for our clients will be critical to our long-term success and continued partnerships.
As we transition into the era of Global Capability Centers (GCC) and continue working with large corporates, it is imperative that we cultivate a trustworthy and transparent environment for our clients. The expectations from clients are growing, and they expect us to deliver high-quality work consistently. Building a culture of trust internally will reflect externally in our client relationships, ensuring we maintain their confidence and continue to grow together.
It has come to our attention that some team members, OTC Managers and Customer Success Managers have been using mobile phones inappropriately and engaging in misrepresentation of attendance and OT Balances with the assistance of one or other team members. We request that all employees adhere strictly to the company’s guidelines, ensuring a culture of discipline and professionalism. This includes following guidelines on No mobile phone usage, mis-punching, buddy punching, attire, and other relevant workplace behaviors. It is essential that everyone upholds the company’s values and works together to maintain a professional and efficient environment.
The guidelines outlined on next pages should be viewed as our effort to inculcate right behaviors and not as creating inconvenience to our team members with undue pressure. The penalties collected from all the unfortunate instances of non- compliance will be leveraged for different social causes. We envision a world when all the anticipated behaviors would have become way of life without any reminders and consider that these guidelines would pave a path to get there.
Personal mobile phones must be kept on silent or vibrate mode outside work area in the locker during working hours and used only in designated areas.
Penalty for Employees:
Manager’s Responsibility:
Guardian of the mobile phone usage guidelines: OTC, IT and HR & Admin .
Buddy punching and mis-punching are strictly prohibited. Accurate time reporting is essential for Record Keeping and Attendance.
Penalty for Employees:
Guardian of the Timekeeping and attendance guidelines: Respective OTC and HR and Admin
Eating at workstations or in client-facing areas is prohibited to maintain cleanliness and hygiene in the workplace. Allowing food in these areas can lead to hygiene issues and create an unprofessional environment. Therefore, we have strictly prohibited eating in these spaces.
Bags shall also be prohibited to bring on work area.
Penalty for Employees:
Manager’s Responsibility:
Guardian of this guidelines: Respective OTC and HR and Admin.
Employees should avoid speaking loudly or create any other sort of disturbance in the client success team sitting rooms especially during night time.
Penalty for Employees:
Guardian of this guidelines: Respective OTC and HR and Admin.
Employees are expected to maintain professional attire at all times, adhering to the company dress code.
Penalty for Employees:
Guardian of this guidelines: Respective OTC and HR and Admin.
Monitoring like a principal in a school and issuing warning or penalty and following up this small things as tutoring a kid, this is not we would like our workplace to be. Neither HR team is here in for, nor we think your valuable time shall be invested in this. Agreed we had in our past ignore violation of mobile phone, having snacks in work area, coming in office in sandals and chappals etc and we have not paid attention to this things. But we are different company now, this is a workplace. While there's room for individuality and personal expression, it's crucial to strike a balance and ensure that our actions do not disrupt the environment or reflect poorly on our company. Imagine if we continue to allow, how a workplace would look like. Some example of disorderly conduct.
Spitting Chewing Gum in Urinal Pot.
No documentation for Leaves.
Unplanned & Unreported Leaves.
Unorganized chair after use.
False reporting in Timesheet.
Punching Manipulations.
Too Many/Pro Long Breaks.
Not Reporting to Clients.
Misbehaviour with staff.
Harassment, Abuse.
Confidentiality breaches.
Insubordination.
Coming in Slippers/Chappals.
Spending hours on mobile devices.
False reporting of working hours in timesheet.
Casual T-Shirts.
Inordinate clothing attire.
Tuck Out Shirts.
Unauthorized Data access.
Mobile usage.
Taking bags on Floor.
Shouting on the Floor.
Physical Damage to Assets.
Using slangs in work area.
Having snack in work area.
Punctuality in working.
Being disrespectful.
Coming Office with substance consumption
Running Team as Friends Circle.
Installing plugins or extensions.
Moving company assets without prior approval.
Gutka/Masala eating in workplace.
Login to personal mail id from Office.
Sharing own passwords.
Not sending client timesheet.
Client leaves not applied.
False reporting in client timesheet.
Playing YouTube/ browsers for songs/ clips.
Downloading and saving media folders of songs/other not approved content.
Using computer for playing games which is either preinstalled.
Non-English language communication. (Managers/Senior Team)
Inappropriate sitting postures, this is seen in generally late night shifts or if in isolation.
Objective of the guideline is to improving implementation of policies in the company and provide mechanism for employees, stakeholders, and other parties to raise concerns about unethical, illegal, or improper conduct that may harm the organization, its employees, or stakeholders. The organization is committed to promoting a culture of integrity, transparency, accountability and faster implementation.
In Team Hub under the Feedback option, you can select Concern category. If you wish to stay anonymous, this would be visible to Shalin Parikh & Valay Parikh Only. Alternatively, reports can be submitted via email to shawn@my-cpe.com & valay@my-cpe.com . Please provide relevant proof of reporting so that it helps in investigation.
All reports will be taken seriously, investigated promptly, and treated confidentially to the extent possible. However, the organization cannot guarantee complete confidentiality, and reporters should be aware that their identity may be disclosed in some circumstances.
It is the policy of the organization to encourage and protect Voice Raisers who report in good faith concerns about unethical, illegal, or improper conduct. The organization will not tolerate retaliation against Voice Raisers who report concerns in good faith. Any employee who retaliates against a Voice Raisers will be subject to disciplinary action, up to and including termination. Trust tellers who believe they have been retaliated against should report the retaliation immediately to the hotline or to their supervisor.
Staff are prohibited from using the reporting mechanism for personal vendettas or to make false accusations. Any staff member who is found to have used the reporting mechanism for personal gain or to make false accusations may be subject to disciplinary action, up to and including termination. The organization reserves the right to take legal action against any whistleblower who makes false accusations with malicious intent.
Reports of unethical, illegal, or improper conduct will be promptly investigated by the organization's designated personnel. The investigation will be conducted in a fair and objective manner, with due regard for the rights of all parties involved. The organization will take appropriate action based on the results of the investigation, including corrective action, disciplinary action, or referral to law enforcement.
Staff reporting this shall be appropriately rewarded for their positive action in the interest of the company.
Client Approval in Writing required. (If Client haven’t approved we can’t allow as per the contract).
Additional Data Security & Confidentiality Undertaking in writing given by Staff. (Shared with Client)
EndPoint Device Management (Desktop/Laptop).
Dedicated Workspace in the House (Can’t Work from Couch/Bed/Dining Table)
Compulsory Installation Insightful - Employee Monitoring App.
Activity, Attendance, Workflow Monitoring Through Insightful App.
Dedicated Internet Line to be Taken from Approved Providers.(Internet line to be provided by Company only, Personal Line Not Allowed)
Workstation shall be IP Locked. (Get it Whitelisted from Client Side as well). (As IP Locked staff can’t work from Starbucks or Restaurant or any other place)
Dedicated Monitoring or Browsing and Other Activity Alerts. (WFH/Hybrid working Computers) (Monitoring of Computer Activity - On Daily Basis - Through Insightful & IP Tracking.)
Computer set up on our centralized domain controller. (We can control all our devices remotely and lock it in case of compromise)
Additional Layers of Firewall Protection - TZ series (Sonicwall) for Managing Websites, Security and Internet Load.
Laptop Device Management to be Installed. (Incase Laptop is Given)
Antivirus Installed and Time to Time Updated on all devices.
The Knowledge process Outsourcing (KPO) industry in India is experiencing rapid growth, offering multi-decadal opportunities for professionals seeking diverse career paths. Whether you choose the CPA or the EA, both certifications are excellent choices for advancing your career in offshore accounting and tax services within the KPO industry. The decision depends on your area of interest—if you want to focus more on broader accounting practices, auditing, or financial consulting, CPA might be the better option. If your focus is purely on tax, especially dealing with U.S. clients and tax-related matters, EA would be the ideal path.
Global Recognition and Credibility
Specialized Knowledge in the field of accounting, auditing and Tax
Better Career Advancement Opportunities
Increased Earning Potential
Competitive Advantage
Exposure to Global Clients
| Time Zone | Roles | EST Clients | CST Clients | MST Clients | PST Clients |
|---|---|---|---|---|---|
| Indian Timings | Non- End Client Facing Roles (Limited Client Interaction) |
1.00 pm to 10.00 pm | 1.30 pm to 10.30 pm | 2.30 pm to 11.30 pm | 3.00 pm to 12.00 am |
| US Timings | 3.30 am to 12.30 pm | 3.00 am to 12.00 pm | 3.00 am to 12.00 pm | 2.30 am to 11.30 am | |
| Overlap/Crossover | 4.30 hours | 4.00 hours | 4.00 hours | 3.30 hours | |
| Indian Timings | End Client Facing Roles (Client Interaction Needed) |
5.00 pm to 2.00 am | 5.30 pm to 2.30 am | 6.00 pm to 3.00 am | 6.30 pm to 3.30 am |
| US Timings | 7.30 am to 4.30 pm | 7.00 am to 4.00 pm | 6.30 am to 3.30 pm | 6.30 am to 3.30 pm | |
| Overlap/Crossover | 8.30 hours | 8.00 hours | 7.30 hours | 7.00 hours |
Total Shift time is of 9 hours, including 1 hour of break.
Above mentioned are general work timings. Staff would be flexible to occasionally work with more crossover/overlap time.
If client need more crossover/overlap we need to work accordingly.
In our Philippines office, staff is ready to work on US Timings.
If once staff is onboarded and settled and if client would like to approve lesser crossover time and have them come early and leave early, it’s completely on client approval. (But do discuss with your account manager)
A drop-off facility/Shuttle is provided for safety and convenience of late night working. This service has especially aided female staff working late hours.
All late-night staff receive an additional night allowance. The allowance compensates for meal and other out of pocket expenses incurred for late working. These measures prioritize a safe and supportive work environment for all employees.
We're confident in our services and value your partnership. Please share your positive experience with others. For every referral that signs up, we'll offer you a $500 discount on your next invoice.
Floater medical coverage increased from 300K to 400K. Coverage extended to employees, their spouses, and up to two children. Policy now covers parents or parents-in-law if you have completed 1 year with MYCPE ONE. Also Pre-existing medical conditions are now included. Maternity costs covered up to 40K.
Company-funded preventive health check-ups provided twice a year.
Employees benefit from a 2 million life insurance policy. Additional 2 million coverage for accidental incidents.
One of the primary reasons for attrition is "work fatigue" resulting from repetitive or monotonous work. To mitigate this, we introduced a Client Rotation Policy where staff can change clients internally, helping us retain quality talent. However, staff must comply with certain conditions, including completing 24 months with the firm, proper hand-holding for at least 2 months, having cross-trained staff ready to work, and completing client process documentation approved by the manager.
The company has a policy for medical emergencies that covers staff accidents or ailments, as well as hospitalization. If a staff member cannot work due to such situations, they are entitled to three months of paid leave or the actual time required to recover, whichever is lesser. In case of a medical emergency in the family, the staff member is entitled to special medical leave. Under this leave, they can take up to two months off, which may be approved as leave without pay. This policy has been implemented to support staff members during difficult times and ensure they have the necessary time to recover without worrying about their job.
We understand the unique challenges that expecting mothers face in the workplace. That's why we have implemented a special policy to support them.
As our team grows, managing employee issues becomes more challenging. We raise awareness to prevent similar problems from happening again and coach staff as needed. However, in some cases, we are compelled to terminate an employee immediately, even if the client is highly reliant on them. Culture always takes precedence over competence, and we prioritize it above all else. We face several issues, such as excessive and unplanned leaves, policy violations, solicitation via social media, demanding frequent and exceptional pay hikes, and negative conduct that influences colleagues. Although these issues are not widespread, we proactively address them, which clients may sometimes dislike.
Cross Review involves two staff members reviewing each other's work, while Cross Training ensures both are familiar with each other's tasks, roles, and reporting. In response to post-pandemic industry attrition, we introduced a no-extra-cost cross review and cross-training policy for several clients, yielding positive results. It enhanced work quality by reducing gaps. In instances of attrition, it ensured ready backup staff for swift replacements, facilitating smoother transitions. Overall, this strengthened workforce resilience and improved quality, simplifying the handling of exceptional situations.
United States
Canada
United Kingdom
