Employee Terms and Conditions

These terms and conditioned are operated by Broodle. Throughout the terms, the terms “comapny”, “we”, “us” and “our” refer to Broodle. All the information, tools and services available from this site to you or any child site associated with Broodle, the user, conditioned upon your acceptance of all terms, conditions, policies and notices.


1. Introduction

1.1 These terms and conditions of employment apply to all staff including temporary staff, interns, regular employees, hired freelancers and should be read in conjunction with the particular terms that are appended to this agreement (and form part of this agreement) and personalised offer letters which give further details relating to employment, including job title, grade, rate of pay, hours of work and date of commencement of duties including continuous employment date.


2. Job Description

2.1 All staff should have a job description for their post which will be provided on joining the company. Job descriptions will not be regarded as precise or exhaustive specifications of duties and responsibilities but as a guide to accountabilities associated with the role. Staff will also carry out such additional or alternative tasks as the company may from time to time reasonably require, and be required to participate in any training deemed necessary by the company to properly perform their duties.


3. Salary

3.1 Basic salary accrues from day to day and is payable monthly by credit transfer into staff’s nominated bank account via NEFT/IMPS/UPI for Indian Employees and via PayPal for outside employees normally on 28th day of each calendar month, subject to the deduction of tax, national insurance and any other agreed or lawfully required deductions, including the deduction of pension contributions where appropriate.

3.2 Any increase or decrease in salary will be based completely on the performace of the employee.

3.3 Any bonus if applicable will be credited into the employee’s account within the 10 day period after the original salary disburse

3.4 In accordance with the Employment Rights Act, the company is authorised to deduct salary from a member of staff’s remuneration, any sums that are due from them including any overpayments, loans or advances made to them by the company and any overpayments in respect of annual leave taken in excess of a member of staff’s entitlement. No deductions will be made without prior notification to the individual.


4. Sickness

4.1 If staff member is unable to attend work due to illness or other incapacity, they (or someone on their behalf) must notify the company by telephone as soon as possible (normally by 10.00 a.m.) on their first working day of absence. Staff must state the reason for absence and the date on which they expect to return and/or agree when they will next be in contact with further information.

4.2 The company will deduct the salary of the employee if the employee is absent for more then 2 days. However, no salary will be deducted if the employee is able to work from home and is able to complete assigned tasks.


5. Confidentiality

5.1 Members of staff must not, either during their employment or at any time after the termination of their employment, disclose any trade secrets or other confidential information relating to the company, its clients, online portals or any of its activities including those in respect of which the company owes an obligation of confidence to any third party.

5.2 “Confidential Information” means trade secrets and details of and information relating to employees, clients of the company, matters of Health and Safety (including the company’s disaster plan), and any information, the release of which would damage the company’s commercial interests, endanger staff or clients together with any information that is legally privileged. It also means any information which they are told is confidential, any information that is treated as confidential and any information in respect of which the company has a duty of confidentiality to a third party including patients. Confidential Information also includes any and all information which the company is not obliged to release and where a member of staff is uncertain whether a piece of information falls within the company guidelines they will not disclose such information unless and until they have received advice from the Company’s Information Rights Manager or other managing member of the company.


6. Copyright and Design

6.1  Members of staff shall promptly notify the company of all copyright works (including computer software) and all designs (whether registered or unregistered) made, whether alone or with others, in the course of employment. Under the provisions the rights or designs shall normally be the property of the company. In the case of the commercial exploitation of copyright works (including computer software) and designs (whether registered or unregistered) made in the course of employment, members of staff are required to consult with the company in order that appropriate arrangements are agreed. The company may not always seek to benefit from any rights in copyright works and designs which it may have as employer.

6.2 In relation to entering into any contracts with outside bodies on behalf of the company, members of staff must consult through their Head or the managing authority.


7. Entirety

7.1 This contract represents the entire agreement between the two parties and supersedes any previous written or oral agreement. This agreement may be modified at any time, provided the written consent of both the Employer and the Employee.


8. Legal Authorization

8.1 The Employee agree that he or she is fully authorized to work in the company and can provide proof of this with legal documentation. This documentation will be obtained by the Employer for legal records.


9. Severability

9.1 The parties agree that if any portion of this contract is found to be void or unenforceable, it shall be struck from the record and the remaining provisions will retain their full force and effect.


10. Jurisdiction

10.1 This contract shall be governed, interpreted, and construed in accordance with the Indian Laws.

In witness and agreement whereof, the Employer has executed this contract with due process through the authorization of official company agents and with the consent of the Employee.


The Employee agrees that he or she will faithfully and to the best of their ability carry out the duties and responsibilities communicated to them by the Employer. The Employee shall comply with all company policies, rules and procedures at all times.


Last Updated: 21/07/2019