Workplace Policy

CODRAN TECHNOLOGIES PRIVATE LIMITED ("Codran IT," "we," "our," or "us") operates as a fully remote company. This policy sets out how we work, what we expect of each other, and what our people can expect from us. It applies to all employees and contractors, wherever they work from.

1. Remote-First Working

We are remote by default and by design. We do not maintain a staffed office, and our registered office in Hyderabad, Telangana is a statutory address rather than a place of work. Roles are currently open to people based in Hyderabad, or willing to relocate there.

Team members are free to work from wherever they are most effective, provided they have a working internet connection, a private enough environment to handle client information responsibly, and can be reached during agreed hours.

We work in close partnership with our clients, so visiting a client location is a normal part of some roles rather than an exception. Travel is agreed with you in advance and is at company expense. Occasional team gatherings may also be arranged.

2. Working Hours and Availability

We work to Indian Standard Time. There are core hours during which we expect people to be broadly reachable so that collaboration is possible, with flexibility around them for focused work, appointments and personal commitments. Exact core hours are set per team and confirmed in your employment terms.

Where a client engagement requires overlap with another timezone, that is agreed with you before the engagement begins rather than assumed. We do not expect routine out-of-hours availability, and anyone carrying an on-call responsibility will know in advance that they are doing so.

Flexibility runs both ways. We measure people on the work they deliver, not on hours logged or presence indicators.

3. Communication

Remote work only functions if communication is deliberate. Our expectations:

• Write things down. Decisions that live only in a call did not happen.
• Default to asynchronous communication; reserve meetings for things that genuinely need discussion.
• Respond to colleagues and clients within a reasonable window during working hours, even if only to say when you will reply properly.
• Say when you are blocked, early. Silence is the expensive option.
• Keep client communication on approved company channels so that it is traceable.

4. Equipment and Expenses

We provide the equipment needed to do the job, or reimburse it where that is more practical. Reasonable, pre-agreed costs directly arising from remote work — such as connectivity — are reimbursed in line with the arrangements set out in your employment terms.

Company-provided equipment remains company property, must be kept reasonably secure, and is returned when employment ends.

5. Information Security

We handle systems and data belonging to our clients. Working remotely does not reduce that responsibility — it increases the care required. All team members are expected to:

• Use company-approved systems and accounts for company and client work
• Keep devices encrypted, patched, and locked when unattended
• Use the company password manager and multi-factor authentication
• Avoid handling client data over untrusted networks or on personal devices unless explicitly approved
• Take calls involving confidential client matters somewhere they cannot be overheard
• Report any suspected security incident immediately — promptly reporting a mistake is always treated better than concealing one

Confidentiality obligations to clients continue after an engagement, and after employment, ends.

6. Equal Opportunity

Codran is an equal opportunity employer. We do not discriminate in hiring, pay, promotion, training or any other aspect of employment on the basis of religion, race, caste, sex, gender identity, sexual orientation, place of birth, disability, marital status, age, or any other characteristic protected by applicable law.

Working remotely widens who can work with us — people with caring responsibilities, people for whom a daily commute is a barrier, and people whose circumstances make a fixed desk impractical. We regard that as a strength and hire accordingly.

7. Conduct and Respect at Work

Everyone is entitled to a working environment free from harassment, bullying, intimidation and retaliation. That applies equally to distributed work: our "workplace" includes video calls, chat channels, email, shared documents, and any client site or event attended on company business.

We do not tolerate harassment of any kind, including sexual harassment. Any complaint is taken seriously, handled confidentially, and dealt with in accordance with applicable Indian law. As the team grows we will put formal redressal machinery in place and publish it here.

Anyone who raises a concern in good faith will be protected from retaliation. Concerns can be raised with your manager, or directly at hr@codran.com if that is not appropriate.

8. Time Off

Leave entitlements — including annual leave, sick leave, public holidays and statutory leave — are set out in your employment terms and comply with applicable Indian law. We expect people to actually take their leave. Rest is not a perk being granted; it is part of working sustainably.

9. Changes to This Policy

We may update this policy as the company grows or as the law changes. Material changes will be communicated to the team, and the revised Effective Date will be shown at the top of this page.

10. Contact

If you have questions about this policy, please contact us: