1. Introduction

This Working Employee Policy governs all employees, interns, trainees, operational staff, coordinators, analysts, developers, investigators, support members, consultants, remote workers, and workforce members associated with Binary Raise.

By joining, working with, assisting, or operating under the organization in any capacity, the employee acknowledges and agrees to all conditions mentioned in this policy.

2. Nature Of Employment

Employment with Binary Raise may be:

• online
• offline
• hybrid
• operational
• project-based
• contractual
• probationary

depending upon organizational requirements.

The organization reserves the right to modify working structures at any time based on operational needs.

3. Working Hours Policy

Standard working hours shall generally remain:

Official Working Hours

09:00 AM to 06:00 PM

including assigned operational responsibilities.

However, employees understand and agree that:

• cyber security and operational work may involve emergencies
• workload fluctuations may occur
• urgent operational situations may require additional working hours

The organization reserves the right to:

• extend working hours
• assign emergency operational work
• request immediate availability
• modify shift timings

where operationally necessary.

4. Weekly Off & Leave Policy

Weekly Off

Sunday shall generally remain the designated weekly off day.

However, employees understand and agree that:

• weekly offs may be suspended
• emergency work may be assigned
• operational workload may require Sunday availability

without prior guarantee of fixed off schedules.

Casual Leave (CL)

Employees may generally take:

1 Casual Leave (CL) per month

subject to:

• operational approval
• workload conditions
• emergency situations
• reporting discipline

The organization reserves rights to:

• reject leave requests
• postpone leave approval
• cancel approved leave

where operationally necessary.

Unauthorized absence may result in:

• salary deduction
• warning
• suspension
• termination

5. Attendance & Punctuality Policy

Strict punctuality and attendance discipline is mandatory.

Employees understand and agree that:

• attendance shall be monitored through:
  • biometric/fingerprint systems
  • online attendance systems
  • operational reporting systems
  • camera verification systems
• even a delay of approximately 10 minutes in:
  • fingerprint attendance
  • online check-in
  • operational reporting

may result in:

• full-day salary deduction
• attendance penalty
• disciplinary action

at the sole discretion of the organization.

Repeated delays or irregular attendance may result in:

• warnings
• salary cuts
• suspension
• termination

6. Mandatory Camera Policy For Work From Home

For online/work-from-home operations:

Camera ON is STRICTLY MANDATORY

Employees understand and agree that:

• operational monitoring may require active camera presence
• employees may be required to remain visibly available during working hours
• refusal to maintain required operational visibility may be treated as indiscipline

Unauthorized:

• camera disabling
• fake presence
• absence during duty hours
• operational negligence

may result in disciplinary action.

7. Salary Payment Policy

Employees understand and agree that:

• salary processing generally occurs between:

10th to 15th of every month

However:

• operational delays
• banking issues
• financial processing delays
• emergency workload situations

may affect salary release timing.

The organization reserves rights to:

• hold salary temporarily
• adjust salary calculations
• apply operational deductions
• delay payouts

where operationally necessary or disciplinary issues exist.

8. Confidentiality & NDA Requirement

STRICT CONFIDENTIALITY is mandatory.

Employees understand and agree that:

• all operational discussions are confidential
• client information is confidential
• internal workflows are confidential
• investigation details are confidential
• technical systems are confidential
• business operations are confidential

Employees are STRICTLY PROHIBITED from:

• leaking internal information
• exposing client details
• sharing operational discussions externally
• leaking credentials or systems
• exposing investigation details
• sharing internal screenshots or recordings

This confidentiality obligation remains applicable:

• during employment
• after resignation
• after termination
• permanently where operationally necessary

Violation may result in:

• immediate termination
• legal escalation
• operational blacklisting
• financial liability claims

9. Monitoring & Surveillance Consent

Employees understand and agree that the organization may use:

• attendance systems
• operational monitoring
• activity tracking
• CCTV monitoring
• camera verification
• reporting systems
• communication monitoring
• system usage monitoring

for:

• operational discipline
• workforce management
• security purposes
• productivity verification

where legally permissible.

10. Work Discipline & Professional Conduct

Employees must:

• maintain professionalism
• follow operational instructions
• maintain respectful communication
• avoid internal conflicts
• cooperate with management

Employees are STRICTLY PROHIBITED from:

• abusive behavior
• threats
• harassment
• internal politics
• workplace toxicity
• operational sabotage
• spreading rumors
• damaging organizational reputation

11. Social Media & Public Conduct Policy

Employees must NOT:

• publicly leak internal matters
• defame the organization
• expose clients
• create fake allegations
• misuse organizational identity
• claim unauthorized authority

Unauthorized public disclosure may result in:

• immediate termination
• legal escalation
• blacklisting

12. Device, Access & Credential Policy

Employees remain responsible for:

• protecting assigned credentials
• maintaining operational device security
• preventing unauthorized access
• maintaining secure passwords

The organization reserves rights to:

• revoke access
• reset credentials
• monitor operational systems
• restrict device usage

without prior notice.

13. Intellectual Property Rights

All:

• projects
• reports
• systems
• code
• investigation work
• operational material
• internal tools
• awareness content
• training resources

created during employment remain property of Binary Raise unless officially agreed otherwise in writing.

Employees may NOT:

• reuse internal systems externally
• copy operational material
• leak source code or reports
• resell organizational assets

14. Emergency Operational Authority

The organization reserves full rights to:

• assign emergency work
• modify shifts
• extend duty hours
• suspend weekly offs
• demand urgent operational availability

during:

• cyber emergencies
• operational overload
• investigation urgency
• technical crises
• security incidents

Employees understand that cyber-related operations may require flexible workforce response.

15. Performance & Productivity Expectations

Employees are expected to:

• complete assigned tasks on time
• maintain productivity
• follow reporting protocols
• maintain operational quality standards

Operational negligence, repeated mistakes, low productivity, or irresponsible behavior may result in:

• warnings
• salary deductions
• suspension
• termination

16. No Guaranteed Permanent Employment

Employment with the organization may be:

• temporary
• probationary
• performance-based
• project-dependent

The organization reserves rights to:

• terminate employment
• modify roles
• change departments
• revise compensation

without long-term employment guarantees.

17. Suspension & Termination Rights

Binary Raise reserves complete rights to:

• suspend employees
• terminate employment
• revoke access
• block communication
• initiate disciplinary action

without prior notice in cases involving:

• misconduct
• NDA violations
• attendance issues
• operational negligence
• insubordination
• security risks
• fraud
• reputation damage
• policy violations

18. Limitation Of Organizational Liability

The organization shall not be liable for:

• employee personal disputes
• personal financial issues
• emotional dissatisfaction
• third-party conflicts
• internet issues during WFH
• device failures
• external cyber incidents

Employees work at their own professional responsibility.

19. Policy Modification Rights

The organization reserves full rights to:

• modify working hours
• revise attendance rules
• update salary structures
• alter workforce policies
• change operational guidelines

without prior notice.

Continued employment after updates shall be considered acceptance of revised policies.

26. Strict Anti-Data Leakage Policy

Employees are STRICTLY PROHIBITED from:

• copying internal files
• forwarding confidential documents
• exporting client databases
• leaking screenshots
• leaking chats
• sharing operational systems externally
• storing confidential files in personal cloud storage
• taking unauthorized backups

Any suspected leakage attempt may result in:

• immediate suspension
• permanent termination
• device investigation
• legal escalation
• cyber complaint filing

27. Client Poaching & Direct Deal Restriction

Employees must NOT:

• contact clients privately for personal business
• redirect clients away from the organization
• conduct unauthorized side deals
• misuse organizational client information
• offer independent services to active clients without authorization

Violation may result in:

• immediate termination
• financial recovery claims
• legal action
• permanent blacklisting

28. Competitor Collaboration Restriction

Employees are prohibited from:

• secretly working for competitors
• leaking operational information to outsiders
• sharing internal workflows externally
• assisting competing organizations using confidential knowledge

The organization reserves rights to investigate suspicious conflicts of interest.

29. Operational Secrecy Clause

Employees understand and agree that:

• certain operational methods
• cyber workflows
• investigation procedures
• intelligence handling systems
• client management structures
• internal security practices

may remain classified internal operational information.

Employees must NEVER publicly disclose:

• internal workflows
• operational structures
• security methods
• client handling procedures

without authorization.

30. Sudden Access Revocation Rights

The organization reserves full rights to:

• revoke system access instantly
• lock accounts
• disconnect operational devices
• terminate communication access
• restrict admin permissions

without prior notice if:

• insider threat suspicion arises
• leakage suspicion exists
• misconduct occurs
• operational risk increases

31. Personal Device Usage Responsibility

Employees using personal devices for work understand and agree that:

• organizational data must remain protected
• unauthorized storage is prohibited
• insecure software usage is prohibited
• rooted/jailbroken/insecure devices may be restricted

Employees remain responsible for maintaining device security.

32. Mandatory Operational Discipline

Employees may be required to:

• submit daily reports
• maintain activity logs
• provide operational updates
• remain responsive during duty hours
• follow reporting hierarchy

Failure to maintain operational discipline may result in:

• penalties
• warnings
• salary deductions
• suspension

33. Restriction On Unauthorized Public Statements

Employees must NOT:

• give media statements
• represent the organization publicly
• publish internal information
• create public controversies
• issue fake announcements

without official authorization.

34. Internal Investigation Cooperation Requirement

Employees must cooperate during:

• internal security reviews
• operational investigations
• cyber incident reviews
• data leak investigations
• disciplinary inquiries

Refusal to cooperate may itself be treated as misconduct.

35. Post-Employment Confidentiality Obligation

Even after resignation, suspension, or termination:

• confidentiality obligations remain active
• NDA obligations remain enforceable
• operational secrecy obligations continue

Former employees may still be held responsible for:

• leaks
• misuse of confidential information
• unauthorized disclosures

36. Organizational Reputation Protection Clause

Employees must avoid any behavior that may:

• damage organizational reputation
• create public controversy
• harm operational trust
• negatively affect clients or mission credibility

Both online and offline behavior may be considered during disciplinary review.

37. Operational Relocation & Role Change Rights

The organization reserves rights to:

• change employee role
• change department
• change operational assignment
• modify reporting structure
• transfer operational responsibilities

based on business or operational requirements.

38. Emergency Cyber Incident Response Duty

During severe cyber incidents or operational emergencies, employees may be required to:

• work additional hours
• remain available beyond standard schedule
• participate in emergency response coordination
• assist in urgent operational handling

without prior scheduling guarantee.

39. AI, Automation & Monitoring Systems Usage Consent

Employees acknowledge and agree that:

• AI systems
• monitoring systems
• operational analytics
• productivity tracking systems
• cyber security tools

may be used for:

• workflow monitoring
• security verification
• insider threat prevention
• productivity assessment

where operationally necessary and legally permissible.

40. Final Management Authority Clause

Final interpretation, operational decision-making, disciplinary action, access control, suspension authority, and policy enforcement authority shall remain solely with the management of Binary Raise.

41. Respectful Workplace & Women Safety Policy

Employees are STRICTLY REQUIRED to maintain respectful, professional, and safe behavior toward:

• female employees

• female volunteers

• female trainees

• female clients

• female participants

• women associated with organizational activities

Any form of:

• disrespect

• inappropriate behavior

• offensive communication

• vulgar discussion

• stalking

• intimidation

• gender-based harassment

shall be treated as serious misconduct.

42. Zero Tolerance Sexual Harassment Policy

Employees are STRICTLY PROHIBITED from:

• sexual harassment

• inappropriate touching

• sexual comments

• vulgar messaging

• unwanted flirting

• sending inappropriate media

• exploiting female clients or staff

• demanding personal favors

• emotionally manipulating women associated with the organization

This applies during:

• online communication

• offline meetings

• work-from-home operations

• seminars

• awareness programs

• operational coordination

Any complaint, suspicion, or evidence related to such behavior may result in:

• immediate suspension

• permanent termination

• blacklisting

• legal escalation

• cyber complaint or police complaint where applicable

43. Internal Conflict & Dispute Resolution Authority

In case of:

• employee disputes

• operational conflicts

• disciplinary matters

• policy disagreements

• workflow disputes

• internal complaints

the final operational decision shall remain under the authority of the headquarters and management of Binary Raise.

Employees agree to follow official organizational decisions.

44. Final Authority Of Founder & Management

Employees understand and agree that:

Final operational authority, disciplinary authority, security authority, and management decision-making authority shall remain with Sumit Parihar and officially authorized management representatives of Binary Raise.

In operational, disciplinary, security, workflow, or organizational matters, final decisions made by management shall be considered binding within organizational structure.

45. Organizational Property Damage Penalty Policy

Employees are STRICTLY PROHIBITED from intentionally:

• damaging organizational property

• damaging systems

• damaging devices

• damaging infrastructure

• damaging operational assets

• damaging office equipment

• sabotaging technical resources

Any intentional damage may result in:

• immediate disciplinary action

• financial recovery claims

• penalty charges

• legal escalation

The organization reserves rights to recover damages, operational losses, investigation costs, and related penalties from responsible individuals.

46. Unauthorized Public, Media & Press Statement Restriction

Employees are STRICTLY PROHIBITED from:

• giving public statements

• giving interviews

• speaking to media

• issuing press comments

• making political statements on behalf of the organization

• publishing internal matters publicly

• representing the organization without authorization

without official written approval from authorized management.

Unauthorized public representation may result in:

• suspension

• termination

• legal escalation

• permanent blacklisting

47. Anti-Screenshot & Internal Leak Restriction

Employees must NOT:

• take unauthorized screenshots

• record internal meetings

• leak chats

• expose internal dashboards

• leak operational discussions

• share internal documents externally

Any unauthorized internal exposure shall be treated as a major security violation.

48. Strict Anti-Relationship Exploitation Policy

Employees are prohibited from:

• exploiting emotional relationships during work

• manipulating clients emotionally

• abusing authority for personal relationships

• using organizational identity for personal romantic advantage

Any misuse of professional position for emotional or personal exploitation may result in immediate disciplinary action.

49. Operational Loyalty & Trust Obligation

Employees understand and agree that:

• cyber security operations require high trust

• operational secrecy is mission critical

• insider threats can severely damage organizational safety

Employees are expected to maintain operational loyalty, professionalism, and confidentiality throughout employment.

50. Immediate Emergency Suspension Rights

The organization reserves complete rights to immediately:

• suspend employees

• disable accounts

• revoke access

• isolate systems

• restrict communication

without prior notice in situations involving:

• insider threat suspicion

• data leakage suspicion

• operational sabotage

• harassment complaints

• security concerns

• client safety concerns

• cyber risk escalation

51. Operational Behavior Monitoring Clause

Employee:

• communication behavior

• workflow patterns

• attendance discipline

• operational conduct

• client handling behavior

may be reviewed internally for:

• operational quality

• security assurance

• professionalism

• insider threat prevention

where operationally necessary.

52. No Personal Ownership Over Clients Or Projects

Employees understand and agree that:

• all clients belong to the organization

• operational projects belong to the organization

• internal systems belong to the organization

Employees cannot claim personal ownership over:

• organizational clients

• operational workflows

• project access

• internal databases

53. Emergency Device Isolation & Access Freeze Rights

During security incidents or insider threat suspicion, the organization reserves rights to:

• isolate operational devices

• freeze credentials

• revoke remote access

• disconnect systems

without prior notice for operational protection.

54. Strict Anti-Reputation Damage Clause

Employees must NOT:

• spread rumors

• create fake allegations

• damage organizational reputation publicly

• manipulate public perception against the organization

Malicious reputation attacks may result in:

• legal escalation

• operational evidence preservation

• financial recovery claims

55. Survival Of Policies After Employment

All applicable:

• NDA obligations

• confidentiality requirements

• operational secrecy obligations

• intellectual property protections

• anti-leak clauses

shall continue even after:

• resignation

• suspension

• termination

• project completion

where operationally necessary.

56. Unauthorized Device & Pendrive Restriction Policy

Employees are STRICTLY PROHIBITED from:

• connecting personal pendrives
• connecting unauthorized storage devices
• using unknown USB devices
• connecting external hard disks without permission
• installing unauthorized hardware

on organizational systems without official authorization.

This restriction exists for:

• malware prevention
• data leak prevention
• operational security
• insider threat prevention

Violation may result in:

• device seizure for investigation
• suspension
• termination
• legal escalation if required

57. Personal Work Restriction On Organizational Systems

Employees must NOT use organizational systems, servers, internet resources, operational devices, or workplace infrastructure for:

• personal freelancing
• side business
• crypto mining
• gaming
• illegal downloads
• entertainment misuse
• unauthorized software installation
• personal storage

without official authorization.

The organization reserves rights to monitor operational systems for misuse prevention.

58. Photography, Videography & Recording Restriction Policy

Photography, videography, audio recording, screen recording, or unauthorized media capture inside:

• workplace areas
• operational systems
• meeting rooms
• investigation environments
• office premises
• online meetings

is STRICTLY PROHIBITED unless officially authorized.

Employees must NOT:

• record internal discussions
• capture client information
• take photos of systems or dashboards
• record meetings secretly
• leak workplace visuals publicly

Violation may result in:

• immediate suspension
• confiscation of evidence
• termination
• legal escalation

59. Clean Desk & Secure Workspace Policy

Employees are expected to maintain:

• clean workstations
• secure operational environments
• proper handling of confidential documents
• safe credential management

Sensitive information must NOT be left:

• openly visible
• unattended
• publicly accessible

60. Software Installation Restriction

Employees are STRICTLY PROHIBITED from:

• installing unauthorized software
• using pirated software
• disabling security systems
• bypassing monitoring tools
• modifying operational systems without permission

The organization reserves rights to:

• remove unauthorized software
• restrict device usage
• audit systems periodically

61. Internet & Network Usage Policy

Organizational internet and network resources must be used strictly for operational purposes.

Employees must NOT:

• access illegal websites
• use dark web resources without authorization
• download suspicious files
• conduct unauthorized scanning activities
• misuse bandwidth

Network activity may be monitored for:

• cyber security
• operational integrity
• insider threat prevention

62. Workplace Visitor & Unauthorized Access Restriction

Employees must NOT:

• allow unauthorized individuals into restricted operational areas
• share system access with outsiders
• expose client data to visitors
• allow non-authorized viewing of operational systems

Any suspicious access attempt must be reported immediately.

63. Mandatory Reporting Of Security Incidents

Employees are REQUIRED to immediately report:

• suspicious activity
• data leakage suspicion
• unauthorized access
• phishing attempts
• malware incidents
• insider threat suspicion
• credential compromise

Failure to report serious incidents may itself be treated as negligence.

64. Anti-Substance & Workplace Safety Policy

Employees are STRICTLY PROHIBITED from:

• working under influence of drugs or alcohol
• creating unsafe workplace situations
• carrying illegal substances into operational environments

The organization reserves rights to take immediate disciplinary action in such situations.

65. Confidential Conversation Restriction

Employees must avoid discussing:

• confidential operations
• investigations
• client information
• internal disputes
• sensitive workflows

in:

• public places
• social gatherings
• public transport
• unsecured online platforms

66. Exit Clearance & Final Compliance Requirement

Before final exit from the organization, employees may be required to:

• complete clearance procedures
• return assets
• clear pending tasks
• sign compliance declarations
• confirm deletion of confidential data from personal devices

Failure to complete exit formalities may result in:

• delayed clearance
• withheld documentation
• legal escalation where necessary

67. Organizational Security Priority Clause

Employees understand and agree that:

• organizational security shall always remain higher priority than personal convenience during operational workflows
• emergency operational instructions must be followed during cyber incidents or security threats

where operationally necessary.

68. Right To Update Internal Workforce Rules

Binary Raise reserves full rights to:

• create new workforce rules
• issue operational circulars
• update employee restrictions
• revise internal policies
• modify security protocols

at any time without prior notice.

Employees are responsible for staying updated with latest operational rules.

69. Strict Anti-Drug, Alcohol & Tobacco Policy

Employees are STRICTLY PROHIBITED from:

• consuming alcohol during duty

• smoking inside operational areas

• consuming tobacco products during operational activities

• carrying illegal drugs or intoxicating substances

• working under influence of alcohol, drugs, or intoxicants

This includes:

• cigarettes

• vape products

• tambakoo/gutkha

• alcohol

• narcotic substances

inside:

• office premises

• operational environments

• online meetings

• seminars

• cyber investigation operations

• client interaction sessions

Violation may result in:

• immediate suspension

• termination

• workplace restriction

• disciplinary action

where operationally necessary.

70. Cyber Risk & Retaliation Awareness Clause

Employees understand and acknowledge that due to the cyber-sensitive, investigative, intelligence-oriented, and high-risk operational nature of work conducted by Binary Raise, there may exist potential risks including:

• cyber attacks

• phishing attempts

• online targeting

• fake complaints

• digital harassment

• blackmail attempts

• social engineering attacks

• reputation targeting

• doxxing attempts

• malicious online activity by attackers or investigated individuals

Employees understand and agree that:

• cyber criminals or threat actors may attempt retaliation

• online attackers may try to manipulate, threaten, or blackmail workforce members

• digital investigation work inherently carries operational risks

Employees remain personally responsible for:

• maintaining cyber hygiene

• protecting personal accounts

• following organizational security practices

• avoiding unsafe online behavior

The organization shall not be liable for:

• personal negligence

• employee-side cyber hygiene failures

• personal online exposure

• unsafe behavior outside operational control

Employees are expected to immediately report suspicious cyber threats or targeting attempts to management.

71. Internal Organizational Court & Final Disciplinary Authority Clause

In cases involving:

• internal conflicts

• employee disputes

• misconduct allegations

• disciplinary matters

• operational violations

• NDA violations

• workplace conflicts

• cyber security concerns

• behavioral investigations

• workforce discipline matters

the final internal operational decision-making authority shall remain under the internal management and disciplinary structure of Binary Raise, led and supervised by Sumit Parihar.

Employees understand and agree that:

• internal disciplinary reviews may be conducted operationally

• management decisions may be necessary for organizational protection

• workforce disciplinary authority remains with management

The organization reserves full rights to:

• issue warnings

• suspend employees

• terminate employment

• restrict access

• impose operational disciplinary measures

where operationally necessary for:

• organizational security

• workforce discipline

• operational continuity

• cyber safety

• client protection

• confidentiality enforcement

Employees acknowledge and agree to cooperate with internal disciplinary procedures and operational investigations where applicable. 

FINAL EMPLOYMENT NOTICE

By joining, working with, operating under, or continuing employment with Binary Raise, employees acknowledge that they have read, understood, and fully agreed to this Working Employee Policy, including all operational discipline rules, confidentiality requirements, attendance conditions, monitoring clauses, and workforce regulations.