> ## Documentation Index > Fetch the complete documentation index at: https://docs.ibbe.services/llms.txt > Use this file to discover all available pages before exploring further. # secular workplace & cultural neutrality policy > IBBE Group LLP Secular Workplace & Cultural Neutrality Policy (HR-POL-001) # IBBE Group LLP ## Secular Workplace & Cultural Neutrality Policy * **Policy Number:** HR-POL-001 * **Effective Date:** 17 March 2026 * **Applies To:** All employees, contractors, interns, and vendors of IBBE Group LLP and all its subsidiaries and group companies * **Owned By:** People and Culture Department * **Reviewed By:** Ethics and Compliance Unit; General Counsel * **Authorized By:** Om Rajguru, Co-Founder, IBBE Group LLP *** ## 1. Policy Name **Secular Workplace & Cultural Neutrality Policy** *(Also referenced as: Religion-Neutral Work Environment Policy)* *** ## 2. Purpose This policy establishes **IBBE Group LLP and all its subsidiary companies** as institutionally secular organizations. The company, as a body, does not endorse, sponsor, fund, organize, or participate in any religious practice, ritual, ceremony, or observance. At the same time, IBBE Group LLP fully respects the individual rights of all employees to hold personal beliefs, and commits to a workplace that is free from discrimination on any grounds whatsoever. This policy exists to create a level, inclusive, and professionally neutral environment for employees of all faiths, no faith, and every background — across every entity under the IBBE Group umbrella. *** ## 3. Definitions | Term | Definition | | ------------------------------------ | -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------- | | **Secular Workplace** | A work environment in which IBBE Group LLP, as an institution, does not endorse, organize, or facilitate any religious activity, prayer, ritual, or faith-based ceremony | | **Religion-Neutral** | IBBE Group LLP takes no institutional stance for or against any religion; all faiths and the absence of faith are treated with equal institutional indifference | | **Cultural Celebration** | A social event that honors the heritage, traditions, and community significance of a festival, stripped of any organized religious practice (e.g., prayers, aartis, namaz, mass) | | **Religious Practice** | Any act of worship, prayer, ritual, or ceremony tied to a specific faith or belief system — including but not limited to aartis, namaz, church prayers, yagnas, havans, or similar organized observances | | **Personal Religious Observance** | An employee's private exercise of their faith, conducted during personal time, breaks, or approved leave — which the company neither facilitates nor restricts | | **Prayer Room** | A designated space provided by the employer specifically for religious worship — which IBBE Group LLP does not provide at any of its premises | | **Floating Religious Leave** | Paid or unpaid personal leave an employee may use to observe their own religious festivals or holy days, subject to standard leave policy approval | | **Equal Opportunity Employer (EOE)** | IBBE Group LLP's commitment to ensure no employee or applicant is discriminated against on the basis of race, gender, religion, caste, disability, veteran status, age, sexual orientation, or gender identity | | **Inclusive Cultural Event** | A company-organized celebration open to all employees regardless of belief, focused on social bonding, cultural appreciation, food, and tradition — not faith | | **Subsidiary / Group Company** | Any company in which IBBE Group LLP holds a majority stake, controlling interest, or operational authority, and to which this policy applies in full | | **People and Culture Department** | The internal department at IBBE Group LLP responsible for all human resources, employee experience, and policy administration matters | | **Ethics and Compliance Unit** | The internal unit responsible for ensuring adherence to IBBE Group's policies, code of conduct, and applicable laws — including the enforcement of this policy | | **General Counsel** | IBBE Group LLP's legal department, responsible for reviewing this policy for legal compliance and providing guidance on disputes or violations | *** ## 4. Scope This policy applies to **IBBE Group LLP and all companies, subsidiaries, and entities operating under the IBBE Group**, and covers: * All full-time, part-time, and contract employees across all group entities * All company-organized events, offsites, and internal communications * All shared office spaces, meeting rooms, and common areas at all IBBE Group locations * All vendors and third parties operating on IBBE Group premises *** ## 5. Core Principles ### 5.1 Institutional Secularism IBBE Group LLP will not organize, fund, or officially participate in any religious ceremony, prayer, or ritual. This includes but is not limited to aartis, havans, yagnas, namaz sessions, Christmas masses, or any equivalent from any religion or belief system. No company budget across any group entity shall be allocated to religious activity. ### 5.2 No Prayer Rooms or Religious Infrastructure IBBE Group LLP will not designate or maintain any space across any of its offices as a prayer room, chapel, or place of worship. Employees may use personal break time in neutral spaces for quiet personal reflection, but no space will be officially allocated, labeled, or equipped for religious use. ### 5.3 Cultural Celebrations Are Permitted — Without Rituals IBBE Group LLP may celebrate culturally significant festivals such as Diwali, Holi, Eid, Christmas, Onam, and others as **social and cultural events only**. These events will focus on community, food, tradition, décor, and team bonding. No organized prayer, aarti, namaz, or religious ceremony will be conducted as part of any official IBBE Group event. > **Example:** The annual Diwali celebration at IBBE Group may include decorative > lighting, sweets, a team dinner, games, and gifting — but will not include a > formal aarti, puja, or any religious invocation. ### 5.4 Respect for Individual Belief IBBE Group LLP does not ask, record, or consider an employee's religion or lack thereof in any employment decision. Employees are free to hold and privately practice any faith. No employee will be pressured to participate in any cultural event or asked to justify their absence from one. ### 5.5 Uniform Application Across All Religions This policy applies equally and without exception to all religions and belief systems. The secular standard is not selective. A Hindu aarti, an Islamic prayer gathering, a Christian blessing ceremony, a Buddhist chant, and a Sikh paath are all equally outside the scope of official IBBE Group activity. No religion receives preferential institutional treatment. *** ## 6. Religious Leave Employees who wish to personally observe religious festivals, holy days, or ceremonies may: * Apply for a **floating leave day** from their available leave balance * Request a **work-from-home arrangement** on such days, subject to manager approval * No employee will be penalized, judged, or disadvantaged for taking leave for personal religious reasons All religious leave requests are processed by the **People and Culture Department** and are treated with complete confidentiality. *** ## 7. Equal Opportunity Commitment IBBE Group LLP is a proud **Equal Opportunity Employer (EOE)** and does not discriminate based on: | Ground | Coverage | | ----------------------------- | ------------------------------------------------ | | **Religion / Belief** | All faiths, no faith, agnosticism, atheism | | **Gender Identity** | Including transgender and non-binary individuals | | **Sexual Orientation** | All orientations without exception | | **Race, Caste, or Ethnicity** | All communities and backgrounds | | **Disability Status** | Physical, cognitive, and invisible disabilities | | **Veteran Status** | All former service personnel | | **Age** | No discrimination at any stage of career | | **Minority Status** | All minority communities | This Secular Workplace Policy is a direct **extension** of our Equal Opportunity commitment — not a contradiction of it. By removing institutional religion from the workplace, IBBE Group LLP ensures that no employee of any background feels excluded, pressured, or marginalized by the company's official culture. Every individual walks through our doors on equal footing. *** ## 8. Roles and Responsibilities | Department | Responsibility | | ------------------------------- | ---------------------------------------------------------------------------------------------------------------------------- | | **People and Culture** | Policy administration, employee communication, leave processing, and annual policy review | | **Ethics and Compliance Unit** | Monitoring adherence, receiving violation reports, conducting investigations, and recommending disciplinary action | | **General Counsel** | Legal review of policy, guidance on compliance with applicable Indian and international law, and handling escalated disputes | | **All Managers and Team Leads** | Ensuring their teams are informed of this policy and that no unauthorized religious activity occurs within their purview | | **All Employees** | Upholding the secular environment and reporting any violations to the Ethics and Compliance Unit | *** ## 9. Violations Any employee, manager, vendor, or representative of IBBE Group LLP or any subsidiary who: * Organizes an unauthorized religious ceremony on IBBE Group premises * Uses company funds or resources for religious activities * Pressures another employee to participate in or attend a religious activity * Discriminates against an employee for their personal belief or lack thereof * Violates the spirit of institutional neutrality described in this policy ...will be subject to disciplinary action under IBBE Group's Code of Conduct, reviewed by the **Ethics and Compliance Unit** in consultation with the **General Counsel**, up to and including termination of employment or contract. Employees may report violations confidentially to: **Ethics and Compliance Unit — [ecu@ibbe.in](mailto:ecu@ibbe.in)** *** ## 10. Policy Review This policy will be reviewed **annually** by the **People and Culture Department**, in coordination with the **Ethics and Compliance Unit** and **General Counsel**, and updated as needed to reflect changes in applicable law, company size, or workforce composition across the IBBE Group. | Review Item | Owner | | ----------------------------------- | -------------------------- | | Annual policy review | People and Culture | | Legal compliance check | General Counsel | | Violations & enforcement audit | Ethics and Compliance Unit | | Employee acknowledgement collection | People and Culture | *** ## 11. Acknowledgement All employees of IBBE Group LLP and its subsidiaries are required to sign an acknowledgement confirming they have read, understood, and agree to comply with this policy. Acknowledgement forms are administered by the **People and Culture Department** upon joining and upon each annual policy update. *** **Signed and Authorized:** *** **Om Rajguru** Co-Founder, IBBE Group LLP 17 March 2026 *** *This policy is the property of IBBE Group LLP. Unauthorized reproduction or distribution outside the organization is prohibited.* *Policy Number: HR-POL-001 | Version: 1.0 | Effective: 17 March 2026*