Code of Conduct

This Code of Conduct (“Code”) sets out the standards, responsibilities, and expectations that govern every member of the Webix Solutions team — full-time employees, part-time staff, and project-based contractors alike. It works alongside your Offer Letter and Employment Agreement; where those documents are silent, this Code governs. It applies from your first day, and continues to apply in specific respects (confidentiality, non-solicitation, intellectual property) after you leave.

• All hiring, termination, salary, and role decisions rest solely with the Company’s Founder & Director, or whoever the Founder formally delegates this to in writing.
• Clients do not have hiring, firing, or direct disciplinary authority over any Webix team member — even if you are embedded full-time on a single client account. Client feedback goes to your reporting manager, not directly into employment decisions.
• Report through your designated reporting manager unless directed otherwise.

• Standard working hours are eight (8) hours per day, as scheduled by the Company for your role.
• Sunday is the standard weekly off, unless your role or department specifies otherwise.
• Working hours may vary based on operational or project requirements, with prior notice where possible.

• All remote team members consent, as a condition of employment, to time-tracking and activity monitoring via the Company’s monitoring tool (currently Trackabi), used for attendance, productivity, and payroll purposes.
• Refusal to run or cooperate with the monitoring tool during working hours is treated as misconduct.

• Public and gazetted holidays announced by the Government of Pakistan and/or the Company are observed.
• After confirmation (post-probation), team members are entitled to casual and annual leave per Company policy. Casual leave must be requested in advance and approved by your reporting manager or HR.
• Sick leave may be granted for genuine illness; the Company may request medical documentation for extended sick leave.
• No leave, medical, or allowance benefits apply during probation unless specifically stated in your offer.

• Late arrival without prior notice: PKR 700 per occurrence.
• Unannounced absence (no notice given): PKR 500 per occurrence, in addition to the day being treated as unpaid or leave-deducted, as applicable.
• Repeated violations may escalate to a written warning or termination, independent of the fine itself.

• Salary is processed following the Company’s monthly closing cycle and is disbursed on or before the 12th day of each calendar month.
• If the 12th falls on a public holiday, weekend, or bank closure, salary is credited on the preceding working day.
• This schedule is fixed and applies uniformly — payment is not released on demand or ahead of schedule, regardless of individual requests, including at exit (see Section 10).
• Where a joining date falls after the 1st of a calendar month, the first month’s salary is calculated on a pro-rata basis: (days worked ÷ total days in that month) × gross monthly salary.

• New team members serve a probation period of sixty (60) days from their joining date, unless otherwise stated in their offer.
• During probation, employment may be terminated by the Company at any time, without notice or compensation.
• Confirmation after probation is not automatic; it is granted in writing, at the Company’s discretion, based on performance.

• After confirmation, either the Company or the team member must give thirty (30) days’ written notice to end the employment relationship.
• If a team member resigns without serving the full notice period, the unserved portion may result in a corresponding salary deduction or adjustment, and Section 10 (Exit Handover) applies regardless of how much notice was served.
• The Company may terminate employment without notice, at any time — including after confirmation — in cases of gross misconduct, or where a team member’s conduct damages a client relationship, or performance does not improve after a documented written warning.

• Whenever a team member’s employment ends — by resignation, completion of notice, or termination, and regardless of how much notice was served — they are responsible for: (a) returning all Company access, credentials, devices, and property immediately; and (b) submitting a complete report of the work done in their final 10–20 days, or such other period as the Company may reasonably require, covering every project or task they were assigned.
• This is every team member’s individual responsibility, in every department — not just Development. Whatever accounts, files, tools, or client access you used for your work must be handed back in full.
• If a team member does not submit this report, the unreported period will be treated as work not performed, for the purpose of determining any payment due. It is the team member’s responsibility to document what they did — the Company will not assume work happened without evidence of it.
• If a team member leaves without providing proper notice, or fails to return Company access or complete this handover, the Company reserves the right to withhold or adjust any pending payment against the value of any resulting loss, and to pursue legal action to recover any loss not covered by such adjustment.
• Any payment due at exit still follows the standard payment schedule in Section 7 — it is not released early just because someone has left or has asked for it sooner.
• Where proper notice is served, the Company will coordinate handover and access return to be completed within the notice period itself, rather than left to the last day.

• You will have access to confidential Company and client information in the course of your work. You must not disclose, copy, misuse, store, or share this data without written authorization — during your employment or after it ends.
• Any breach may result in immediate termination and legal proceedings under applicable law.

• You may not use, display, publish, or showcase any Company or client work — projects, code, designs, content, or deliverables — in a personal portfolio, resume, social media, or any other public or private platform, during or after your employment, without the Company’s prior written consent. This applies regardless of your role in creating the work.
• Company and client data may not be shared with, disclosed to, or used on behalf of any third party, at any time, whether during or after your employment.

All work, code, designs, content, and materials you create during your engagement with the Company — for the Company or its clients — are the exclusive property of Webix Solutions or the relevant client, as assigned. You waive any personal ownership or reuse claim over this work, including the right to showcase it (see Section 12).

You may not solicit Company clients, vendors, or fellow team members — for your own benefit or on behalf of another business — during your employment and for twelve (12) months after it ends.

You may not take on competing employment, freelance work, or business activity without the Company’s prior written approval.

To keep reporting lines, team dynamics, and workplace conduct professional, romantic relationships between team members across different departments are not permitted while both parties are actively employed with the Company. Any such situation should be disclosed to management.

• The Company strictly prohibits illegal, unethical, fraudulent, deceptive, or immoral activity of any kind, including projects that conflict with these principles.
• You have the absolute right to refuse any assignment or instruction that violates the law or is unethical, fraudulent, deceptive, or immoral — this is never treated as misconduct or insubordination.
• Report any such instance to management or HR immediately.

Unless the Company agrees otherwise in writing, every remote team member is responsible, at their own cost, for: a stable, high-speed internet connection suitable for video calls and remote work; a working computer/laptop and any other equipment their role requires; and a backup power arrangement (UPS/generator) sufficient to keep working through routine electricity outages. The Company does not extend deadlines because of load-shedding.

You are expected to complete assigned tasks within agreed timelines and to provide status updates or reports as required by your reporting manager or Company policy. Repeated failure to do either is treated as a performance issue.

This section is updated as the Company adds new departments and roles. Every team member follows the general Code above, plus the specific points for their department below.

Web Development (Full-Stack / WordPress / Frontend / Backend)

• Deliver clean, tested, documented code for every assigned project; a task is not complete until it is deployed, pushed, and verified working.
• Use only Company-approved repositories and environments for client work — no local-only, undocumented builds.
• Follow the project’s technical brief exactly; flag scope questions to your Project Manager rather than guessing.
• Hand over full repository and deployment access for every project you touch — access belongs to the Company, not the individual developer.

Social Media Marketing (SMM)

• Follow the approved content calendar and brand guidelines for every client account.
• Respond to client-facing comments and messages within the agreed SLA.
• Report monthly performance metrics to your account lead.
• Hand over full access to every social account, scheduling tool, and content asset for your accounts on exit.

SEO / AEO / GEO

• Conduct keyword research, on-page optimization, and technical audits within ethical (white-hat) guidelines only — no black-hat tactics under any circumstance.
• Track and report ranking and traffic progress against agreed KPIs.
• Hand over full access to Search Console, analytics, and any SEO tools used for your accounts on exit.

Graphic Design & Video Editing

• Maintain brand consistency across every deliverable, per client guidelines.
• Deliver within the timeline set by the Project Manager; flag delays early, not at the deadline.
• Hand over full access to design files, asset libraries, and project folders on exit.

Performance Marketing / Paid Ads

• Monitor daily spend, CPA, and ROAS for every active campaign; flag budget or performance issues proactively.
• Prepare weekly performance reports with clear, actionable recommendations.
• Hand over full access to every ad account (Meta, Google, etc.) and reporting dashboard on exit.

Project Management / HR / Operations

• Own project timelines across your assigned clients and departments; flag delays before they reach the client.
• Act as the single point of client communication, per the chain of command (Section 2).
• Escalate scope, payment, or resourcing issues to the Founder promptly.
• Hand over full access to project trackers, client communication threads, and any HR/ops tools on exit.

• Violations of this Code may result in a verbal or written warning, salary deduction or fine (Section 6), suspension, termination, and — where the Company suffers a demonstrable loss, whether financial, reputational, client-relationship, or data-related — legal action to recover that loss.
• This Code operates alongside your Offer Letter and Employment Agreement; where either document sets a more specific term for your role, that term applies, with this Code filling any gap.

• Every team member is asked to confirm they have read and understood this Code as part of their onboarding.
• This page is the single, current source of the Code — any physical or emailed copies are for convenience only; this page governs in case of any conflict.