CA Dhiraj Ostwal & Co. is a professional Chartered Accountant firm committed to delivering high-quality financial, taxation, and compliance services. Our leadership focuses on building a disciplined, growth-oriented, and learning-driven work environment where employees can develop strong professional skills.

• To provide reliable and professional financial services
• To build a skilled and responsible team
• To maintain long-term client relationships built on trust and quality

A structured guide for new employees — from offer acceptance to full integration. The onboarding process is designed to help new employees transition seamlessly into their roles, understand the organization's culture, policies, and values.

Employees get hands-on exposure to a wide range of professional work and clients, providing practical learning and real-time experience to build strong technical and professional skills.

• Avoid unnecessary breaks and unproductive time during working hours
• Maintain focus, accuracy, and productivity throughout the workday
• Follow instructions given by seniors and management without delay
• Maintain professional communication and behavior at all times
• Team Leaders must follow all rules and ensure the same is maintained within the team

Employees are expected to meet or exceed the KRAs agreed upon at the start of each cycle. Consistent underperformance may trigger a Performance Improvement Plan (PIP). Exceptional performance will be recognized through the organization's rewards and recognition program.

This policy applies to all employees including permanent, contractual, temporary, trainees, interns, and third-party service providers across all offices, remote work settings, work-related travel, client sites, and company-sponsored events.

• Any form of sexual harassment is strictly prohibited and will result in disciplinary action
• All complaints will be handled with confidentiality and due process
• Retaliation against anyone who reports harassment is prohibited
• Awareness training will be provided to all employees periodically

• Earphones are not allowed during office hours; listening to music is strictly prohibited — maintain a professional work environment
• Management instructions are applicable to everyone equally — no personal targeting; follow directives issued under company authority
• Friendship and personal relationships must not affect the professional work environment; maintain proper professional distance during office hours
• Inappropriate behavior or violations of office discipline will be followed by an official 3-warning process; beyond that, strict action including termination may be taken
• Employees must clean and organize their desks after finishing lunch
• Any item taken from a cabin or common area must be returned to its original place after use
• If medical leave exceeds three consecutive days, a valid medical certificate must be submitted to management

• All employees must maintain strict confidentiality with respect to any communication, instructions, or discussions held with management, including directions given by Dhiraj Sir or any authorized personnel
• Any information, feedback, or warnings communicated by management must be treated as strictly confidential
• Such information must not be disclosed, discussed, or shared with other employees or third parties unless explicitly authorized

• Software must be used strictly for official purposes only
• Ensure accurate and timely data entry at all times
• Login credentials must not be shared with anyone
• Client data must be handled with strict confidentiality
• Unauthorized software installation is strictly prohibited
• Attendance must be properly marked in the ERP CA system

• The firm operates through multiple teams led by Team Leaders (senior staff)
• Upon joining, employees will be assigned to a team based on work requirements
• Team Leaders will guide, assign tasks, and monitor performance
• Employees are expected to follow instructions and coordinate within their assigned team

The firm promotes employee well-being through various recreational and wellness activities designed to improve physical health, reduce stress, and build team bonding.

• ID Card is compulsory every single working day without exception
• Maintain neat and professional appearance at all times

Employees working on public holidays will be given a Compensatory Off (Comp-Off) at a later date as determined by management.

• All new employees must complete joining formalities and submit required documents
• Policies and systems training will be provided during onboarding
• Employees must acknowledge and follow this handbook

• Performance is reviewed periodically based on work quality, discipline, and targets
• Feedback will be shared by team leaders and management
• Salary revisions are based on appraisal outcomes and management approval

• A mandatory notice period of 1 month must be served
• Proper handover of all responsibilities is required before exit
• Full & Final settlement will be processed after all clearances are obtained

All company data, client data, and office records are strictly confidential and the sole property of CA Dhiraj Ostwal & Co. Employees are responsible for maintaining the integrity and security of all data at all times.

• No Deletion of Data: Employees are strictly prohibited from deleting, erasing, or destroying any company data, client files, financial records, documents, emails, or any digital/physical information — under any circumstances.
• No Unauthorised Transfer: Copying, forwarding, or transferring company or client data to personal devices, external drives, or third parties without written management approval is strictly forbidden.
• No Modification Without Approval: Altering, editing, or tampering with official records, client data, or financial documents without authorisation is prohibited.
• No Access to Unauthorised Systems: Accessing systems, databases, or files outside your designated work scope is not permitted.

To maintain discipline, security, and accountability within the office premises, all employees must follow the office exit protocol without exception.

The firm maintains long-term client relationships built on trust, confidentiality, professionalism, and disciplined service delivery. In line with the handbook's existing rules on work discipline, confidentiality, software use for official purposes only, client handling, and protection of firm and client data, this policy governs employee conduct concerning outside work, personal benefit, client contact, and use of social media.

This policy applies to all employees, trainees, interns, contractual staff, team leaders, and any other person working with or for the firm in any capacity. It applies:

• during working hours;
• outside working hours where firm clients or firm-related opportunities are involved;
• during field work and while working remotely;
• on office premises and while using office resources; and
• after separation from employment, to the extent expressly stated in this policy.

Employees shall not, directly or indirectly, undertake, promote, refer, solicit, accept, or perform any personal assignment, consultancy, compliance work, drafting work, representation work, certification work, filing work, or advisory service for:

• any existing client of the firm;
• any past client whose relationship originated through the firm;
• any prospective client, lead, or business contact introduced to, referred to, or handled through the firm;
• any relative, friend, associate, group concern, sister concern, related party, representative, or family member of such client or contact; or
• any person or entity that has approached, called, messaged, visited, or contacted the employee in the name of the firm, through the firm, because of the firm, or on the basis of the employee's position in the firm.

• Employees are strictly prohibited from charging, collecting, receiving, routing, or accepting any professional fee, cash, reimbursement, commission, gift of significant value, benefit, transfer, or monetary/non-monetary advantage — in their personal name, personal account, through a family member, through a friend, or through any third party — in relation to work connected with the firm's clients or leads.
• Any amount so received shall be treated as unauthorized personal gain derived from the firm's business opportunity, and the firm shall have the right to seek recovery, indemnity, disciplinary action, and legal remedies in accordance with this handbook and applicable law.

For a period of 24 months from the employee's last working day, the employee shall not, without prior written consent of the firm, directly or indirectly:

• contact, approach, call, message, email, meet, influence, or communicate with any client, former client, prospect, lead, referrer, or business contact of the firm for personal or competing work;
• render services to such person or entity in a personal capacity or through another person, firm, or entity;
• solicit work, referrals, documents, credentials, business data, or professional engagement from such person or entity; or
• induce or attempt to induce any client to reduce, terminate, shift, or refrain from continuing its relationship with the firm.

Without prior written permission from management, employees shall not undertake any personal work during office hours, within office premises, or while expected to be available for office duties. For clarity, prohibited personal work includes, without limitation:

• creating or updating personal CVs, resumes, profiles, portfolios, or job applications;
• drafting personal agreements, undertakings, declarations, applications, affidavits, letters, or private documents;
• preparing personal certificates or documentation for oneself or for any other person;
• doing freelance work, consultancy work, side-business work, family work, academic work unrelated to office duties, or any non-office assignment; and
• using office time to communicate for private paid work or private document work.

This prohibition applies whether such activity is carried out on office computers, office internet, office software, office stationery, office email, personal laptops, personal mobile phones, or any other device — while on office premises or during working hours — unless specifically approved in writing by management.

The handbook already provides that software must be used strictly for official purposes only and that misuse of data or systems may lead to strict disciplinary action. Building on that principle, employees shall not use office computers, office internet, office software, printers, scanners, email systems, cloud accounts, documents, templates, staff support, stationery, or any other office resource for any personal commercial, documentation, drafting, application, or outside professional purpose.

Use of personal social media during office hours is prohibited. Employees may use social media only in the following limited situations:

• during the official lunch break; or
• when the employee is specifically working on the firm's official social media, branding, communication, content, recruitment, client engagement, or other authorized business activity.

Employees shall not use social media to contact, attract, pitch, respond to, or privately build business relations with firm clients, prospects, or firm-connected contacts for personal benefit. Employees shall also not post, share, circulate, or disclose any confidential office matter, client matter, internal discussion, warning, instruction, or firm data on any social media platform, whether publicly or privately.

Violation of this policy shall be treated as serious misconduct, in addition to any other breach of discipline, confidentiality, software policy, client handling rules, or data-security rules already stated in the handbook. Subject to the nature and seriousness of the case, the firm may take one or more of the following actions:

The handbook already states that breach of confidentiality may lead to immediate termination, misuse of data or systems may result in strict disciplinary action, and serious data-security violations may trigger legal proceedings, criminal complaint, police action, financial recovery, and blacklisting. This policy operates in addition to those existing rights and remedies, not in substitution for them.

• Any exception to this policy shall be valid only if expressly approved in prior written form by management.
• Silence, verbal discussion, past practice, or non-enforcement in one instance shall not be treated as a waiver for any future case.