Introduction
Welcome to Just Help Me Foundation (JHMF).
This Universal Employment Policy establishes the legal framework governing all appointments, engagements, assignments, contractual services, project staffing, consultancy arrangements, temporary employment, field operations, administrative services, technical services, volunteer-to-paid assignments, and every other work relationship established by Just Help Me Foundation.
As a nonprofit charitable organization, Just Help Me Foundation operates through grants, donations, CSR funding, sponsorships, government projects, institutional collaborations, philanthropic contributions, public fundraising, international partnerships, and other legally available financial resources. Accordingly, the Foundation’s workforce requirements depend upon the availability of approved projects, sanctioned budgets, donor commitments, operational requirements, and organizational priorities.
This Policy has been established to ensure transparency, fairness, financial sustainability, legal compliance, and responsible governance while clearly defining that employment within the Foundation is not permanent by default and is subject to the nature, duration, funding, and operational requirements of individual projects or assignments.
By accepting any appointment, signing any employment document, receiving any assignment, performing any services, or otherwise working with Just Help Me Foundation through any official platform or office, every individual acknowledges that they have carefully read, fully understood, and voluntarily accepted this Universal Employment Policy together with all other officially published policies of the Foundation.
Scope of this Policy
This Universal Employment Policy applies to every individual engaged by Just Help Me Foundation in any capacity, including but not limited to:
This Policy also applies to every official office, branch, district office, state office, national office, field office, project location, digital workplace, remote workplace, and every official digital platform operated by Just Help Me Foundation.
Without limitation, this Policy applies to all official domains including:
This Policy shall automatically extend to every future office, branch, website, software platform, mobile application, cloud service, digital workplace, project office, or organizational unit officially established or operated by Just Help Me Foundation.
Nature of Employment
Employment with Just Help Me Foundation is strictly project-oriented, assignment-oriented, tender-oriented, funding-oriented, grant-supported, donation-supported, or program-specific.
The Foundation does not maintain permanent employment positions unless specifically approved by the Board of Trustees through a separate written resolution.
Accordingly, every appointment made by the Foundation shall be deemed to be temporary in nature, irrespective of the designation, salary, duration of service, or continuity of assignments, unless a separate written contract expressly states otherwise.
Acceptance of employment with the Foundation shall never create any automatic right to permanent employment, regularization, tenure, continuous service, pension, gratuity, lifetime appointment, or future employment, except where such rights are expressly provided by applicable law or by a separately executed written agreement approved by the Foundation.
Employment Based on Funding Availability
Every employment opportunity within Just Help Me Foundation is directly dependent upon the continued availability of financial resources.
Appointments may be created, extended, renewed, modified, suspended, reduced, or discontinued based upon:
If funding for a particular project, department, office, or activity is reduced, suspended, cancelled, delayed, or discontinued, the Foundation reserves the unrestricted right to suspend, modify, reduce, or terminate any employment associated with that funding without creating any obligation for permanent employment or continued salary beyond the approved project budget.
Tender-Based Employment
Just Help Me Foundation may engage individuals under Tender-Based Employment arrangements whenever the Foundation receives, undertakes, or implements projects awarded through government departments, public sector undertakings, private organizations, corporate entities, CSR initiatives, international agencies, institutional collaborations, or any other legally recognized tendering process.
Appointments made under Tender-Based Employment shall exist only for the duration of the specific tender, contract, work order, service agreement, or implementation period approved by the funding authority or contracting organization.
The completion, cancellation, suspension, non-renewal, expiry, modification, reduction, or termination of the tender shall automatically affect the associated employment. Employees appointed under a Tender-Based Employment arrangement shall have no legal or contractual expectation of permanent employment, continued assignment, automatic renewal, or regularization solely because they were engaged under a previous tender.
The Foundation reserves the right to appoint new personnel, reassign existing personnel, reduce staffing levels, or discontinue appointments whenever required by tender conditions, project budgets, donor requirements, or operational considerations.
Project-Based Employment
The Foundation may appoint employees exclusively for the implementation of specific charitable projects, humanitarian initiatives, CSR programs, government assignments, educational campaigns, environmental activities, healthcare programs, research initiatives, digital transformation projects, disaster relief operations, awareness campaigns, training programs, employment initiatives, or any other approved organizational activity.
Every Project-Based Employment arrangement shall remain valid only for the approved duration of the respective project and shall automatically conclude upon project completion, expiration, suspension, funding withdrawal, or organizational closure of the project unless extended through a new written appointment.
Project-Based Employment shall not establish any continuing employer-employee relationship beyond the approved project period.
Fixed-Term and Assignment-Based Appointments
Just Help Me Foundation may issue Fixed-Term Appointments or Assignment-Based Appointments specifying the commencement date, expected duration, scope of work, reporting structure, deliverables, compensation, and other applicable employment conditions.
The expiry of a fixed-term appointment shall automatically terminate the engagement without requiring separate notice unless otherwise stated in the appointment letter or required by applicable law.
Assignment-Based personnel shall remain engaged only until completion of the assigned responsibilities, achievement of project objectives, expiration of the assignment period, or earlier termination in accordance with organizational requirements.
Completion of one assignment shall not create any obligation upon the Foundation to provide future assignments or renew employment.
No Permanent Employment
Just Help Me Foundation expressly declares that, unless specifically approved by a written resolution of its Board of Trustees and expressly stated in an individually executed written employment agreement, the Foundation does not create permanent employment positions.
No employee, consultant, coordinator, project manager, volunteer converted to paid service, trainer, advisor, office bearer, contractual worker, technical expert, administrative staff member, or any other individual engaged by the Foundation shall acquire permanent employee status merely because of continuous service, repeated contract renewals, extension of assignments, duration of employment, salary revisions, designation changes, project transfers, or operational necessity.
No person shall have the legal right to claim confirmation of service, regularization, permanency, tenure, pension, gratuity beyond statutory entitlements, lifetime employment, future appointments, or any similar employment status solely on the basis of previous engagement with the Foundation.
Salary and Compensation
Compensation payable to employees shall depend entirely upon the approved financial allocation of the relevant project, donor agreement, CSR funding, government sanction, institutional grant, sponsorship arrangement, or organizational budget.
Salary structures may vary between projects depending upon funding conditions, geographical location, skill requirements, duration of assignment, project complexity, statutory obligations, market conditions, and organizational priorities.
The Foundation reserves the right to revise, increase, reduce, suspend, restructure, defer, or discontinue compensation whenever funding conditions, project budgets, donor requirements, government approvals, or organizational financial circumstances so require, subject to applicable law and contractual obligations.
No employee shall have a vested right to salary continuation after the expiration, suspension, or termination of the funding source supporting the respective appointment.
Appointment Letters
Every employment relationship shall ordinarily be supported by an official Appointment Letter, Employment Agreement, Consultancy Agreement, Assignment Letter, Project Engagement Letter, Tender Deployment Order, Work Order, Service Contract, or any other written authorization issued by the Foundation.
The appointment document may specify the employee’s designation, reporting authority, place of work, project name, duration, compensation, duties, performance expectations, confidentiality obligations, code of conduct requirements, termination provisions, and any special conditions applicable to the engagement.
In the event of any inconsistency between this Universal Employment Policy and an individual appointment document approved by the Foundation, the specific written appointment document shall prevail only with respect to the particular terms expressly stated therein, while all remaining provisions of this Policy shall continue to apply.
Performance Evaluation
Every employee shall be evaluated periodically on the basis of professional conduct, quality of work, achievement of assigned objectives, productivity, attendance, discipline, integrity, teamwork, reporting compliance, financial accountability, adherence to Foundation policies, donor expectations, project milestones, beneficiary satisfaction, and overall organizational contribution.
Performance evaluations may influence continuation of assignments, contract renewals, project redeployment, salary revisions where applicable, training opportunities, leadership responsibilities, or future engagements with the Foundation.
Unsatisfactory performance may result in counselling, corrective action, reassignment, suspension, non-renewal, or termination of the employment arrangement in accordance with applicable law.
Transfer, Redeployment and Reassignment
Because the Foundation operates across multiple projects, states, districts, offices, digital platforms, and charitable programs, employees may be transferred, redeployed, reassigned, or temporarily assigned to different projects, offices, geographical locations, departments, or operational functions whenever required by organizational needs.
Such transfers shall not be interpreted as creating permanent employment or altering the temporary nature of the appointment.
Employees are expected to cooperate reasonably with lawful transfers and reassignment decisions made in the interest of project implementation, donor compliance, operational efficiency, or organizational sustainability.
Termination of Assignment
Employment may be terminated upon completion of the project, expiry of the contract, completion of the assignment, exhaustion of project funding, cancellation of the tender, withdrawal of donor support, discontinuation of the program, restructuring of operations, unsatisfactory performance, misconduct, policy violations, legal requirements, force majeure events, or any other legitimate organizational reason.
Where applicable, the Foundation shall comply with the notice requirements or payment obligations specified in the appointment letter or under applicable law.
Termination of employment shall not entitle the individual to future appointments, permanent employment, or compensation beyond that which is legally or contractually due.
No Right to Regularization
No employee appointed under any Tender-Based, Project-Based, Contractual, Fixed-Term, Assignment-Based, Grant-Funded, CSR-Funded, Donation-Supported, Consultancy, or Temporary Employment arrangement shall acquire any automatic or implied right to regularization, confirmation of service, permanent appointment, continuity of employment, future project allocation, or absorption into any other organizational position.
Acceptance of employment under this Policy constitutes the employee’s acknowledgment that the engagement is temporary, funding-dependent, and subject to the operational requirements of Just Help Me Foundation.
Employee Duties and Responsibilities
Every employee engaged by Just Help Me Foundation shall perform assigned duties honestly, professionally, diligently, ethically, and in accordance with the Foundation’s mission, values, objectives, operational procedures, donor commitments, project guidelines, and applicable laws.
Employees shall carry out only those responsibilities assigned to them through official appointment letters, work orders, project assignments, or written instructions issued by authorized Foundation representatives.
Every employee is expected to safeguard the Foundation’s reputation, charitable objectives, beneficiaries, financial resources, confidential information, and organizational assets while maintaining the highest standards of integrity and professionalism throughout the duration of their engagement.
Code of Professional Conduct
Employees shall conduct themselves respectfully, courteously, and professionally while interacting with beneficiaries, donors, members, volunteers, government authorities, partner organizations, colleagues, vendors, media representatives, and members of the public.
Every employee shall avoid abusive language, discrimination, harassment, intimidation, bullying, political campaigning on behalf of the Foundation, religious coercion, personal misconduct, conflicts with beneficiaries, misuse of authority, unethical behavior, or any conduct that may damage the Foundation’s credibility or public trust.
Employees shall always represent the Foundation honestly and shall not make unauthorized commitments, promises, guarantees, legal representations, financial assurances, fundraising commitments, or public statements on behalf of the Foundation unless expressly authorized.
Working Hours and Attendance
Working hours shall be determined according to the requirements of the respective project, tender, assignment, funding agreement, field activity, operational schedule, or administrative necessity.
Employees may be required to work at project sites, district offices, state offices, national offices, remote locations, community centers, digital platforms, or other approved work locations depending upon organizational requirements.
Attendance shall be maintained through the system prescribed by the Foundation, which may include biometric attendance, GPS attendance, mobile applications, digital reporting systems, online dashboards, manual attendance registers, supervisor certification, or other approved attendance mechanisms.
Repeated absenteeism, unauthorized absence, habitual lateness, falsification of attendance records, abandonment of duties, or failure to report for assigned work may result in disciplinary action, salary deductions where legally permissible, suspension, non-renewal, or termination of the engagement.
Leave Policy
Employees may be granted leave in accordance with the conditions specified in their appointment letter, project agreement, donor requirements, applicable laws, and organizational policies.
Because most appointments under the Foundation are project-based and funding-dependent, leave entitlements may vary between projects, contracts, donors, geographical locations, and operational requirements.
The Foundation reserves the right to approve, postpone, modify, or decline leave requests where the absence may adversely affect project implementation, beneficiary services, donor obligations, statutory compliance, emergency operations, or organizational continuity.
Unauthorized leave or prolonged absence without approval may be treated as abandonment of employment or misconduct, subject to applicable law.
Confidentiality Obligations
Every employee shall maintain strict confidentiality regarding all confidential, proprietary, financial, operational, technical, strategic, legal, administrative, donor-related, beneficiary-related, and personal information acquired during the course of employment.
Employees shall not disclose, reproduce, distribute, publish, copy, sell, transfer, or otherwise misuse confidential information without prior written authorization from the Foundation, except where disclosure is required by applicable law.
Confidentiality obligations shall continue even after completion or termination of employment, expiration of contracts, project closure, resignation, retirement, or cessation of any relationship with the Foundation.
Conflict of Interest
Employees shall avoid any actual, potential, or perceived conflict between their personal interests and the interests of Just Help Me Foundation.
Employees shall promptly disclose any financial interest, family relationship, business association, consultancy, employment, investment, partnership, procurement relationship, or other circumstance that may reasonably influence or appear to influence impartial decision-making.
The Foundation reserves the right to require disclosure statements, recusal from decision-making, reassignment of responsibilities, implementation of conflict management measures, or termination of employment where significant conflicts of interest cannot be appropriately managed.
Use of Organizational Property
All property belonging to Just Help Me Foundation, including computers, laptops, mobile devices, vehicles, office equipment, furniture, documents, identification cards, access credentials, software licenses, digital platforms, databases, communication systems, internet services, financial resources, educational materials, project equipment, and every other organizational asset, shall be used exclusively for authorized Foundation purposes.
Employees shall exercise reasonable care to protect organizational property against theft, misuse, unauthorized access, accidental damage, loss, or improper use.
Upon completion or termination of employment, employees shall promptly return all Foundation property, documents, equipment, digital credentials, identity cards, confidential information, and any other materials belonging to the Foundation.
Anti-Fraud, Anti-Bribery and Anti-Corruption
Just Help Me Foundation maintains a strict zero-tolerance approach toward fraud, bribery, corruption, embezzlement, kickbacks, financial misconduct, document forgery, misappropriation of charitable funds, false expense claims, procurement irregularities, unauthorized fundraising, money laundering, facilitation payments, or any other dishonest or unlawful activity.
Employees shall immediately report any suspected fraudulent or corrupt activity through the Foundation’s authorized reporting or whistleblower mechanisms.
Any employee found to have engaged in fraud, corruption, financial misconduct, theft, misrepresentation, or other unlawful activities may be subject to immediate suspension, termination of employment, recovery of losses, civil proceedings, criminal prosecution, and reporting to competent authorities where appropriate.
Health, Safety and Welfare
Just Help Me Foundation is committed to maintaining, so far as reasonably practicable, a safe, healthy, secure, and respectful working environment for all employees.
Employees shall comply with all health and safety instructions, emergency procedures, workplace regulations, travel safety guidelines, project-specific safety requirements, and applicable legal obligations.
Employees shall promptly report workplace accidents, injuries, hazardous conditions, unsafe practices, security threats, or emergency situations to the appropriate supervisor or authorized Foundation representative.
Where project activities involve field operations, disaster response, healthcare services, environmental work, construction activities, community outreach, or travel to remote locations, employees shall comply with all additional safety protocols established for those activities.
Compliance with Laws and Organizational Policies
Every employee shall comply with all applicable laws, governmental regulations, judicial orders, contractual obligations, donor requirements, organizational policies, ethical standards, project guidelines, financial controls, cybersecurity requirements, data protection obligations, and internal administrative procedures applicable to their employment.
Failure to comply with applicable legal or organizational requirements may result in disciplinary action, suspension, reassignment, termination of employment, recovery of financial losses, or legal proceedings as appropriate.
Employees acknowledge that compliance with this Universal Employment Policy and every other officially published Foundation policy forms an essential condition of their engagement with Just Help Me Foundation.
Relationship with Other Policies
This Universal Employment Policy shall be interpreted together with the Foundation’s Universal Terms and Conditions, Universal Privacy Policy, Universal Data Protection Policy, Universal Information Security Policy, Universal Acceptable Use Policy, Universal Grievance Redressal Policy, Code of Conduct Policy, Whistleblower Policy, Anti-Fraud and Anti-Corruption Policy, Conflict of Interest Policy, Volunteer Policy, Donation Policy, and every other officially published policy governing the operations of Just Help Me Foundation.
Where any employment-related matter is specifically governed by another officially published policy or by an individual written employment agreement approved by the Foundation, that document shall prevail only with respect to the specific subject matter addressed therein.
Policy Amendments
Just Help Me Foundation reserves the absolute and continuing right to amend, revise, modify, replace, interpret, suspend, or withdraw this Universal Employment Policy at any time whenever such action is considered necessary to comply with changes in applicable laws, judicial decisions, governmental regulations, labour law requirements, donor conditions, project requirements, CSR guidelines, organizational restructuring, operational needs, financial sustainability, or internationally recognized employment and governance standards.
The most recent version of this Universal Employment Policy shall always be published on the Foundation’s official digital platforms. Continued engagement with the Foundation after publication of an updated version shall constitute acceptance of the revised Policy.
Governing Law
This Universal Employment Policy shall be governed by, interpreted, and enforced in accordance with the laws applicable to the jurisdiction in which Just Help Me Foundation is legally established and operates, together with all applicable labour laws, contract laws, charitable organization regulations, nonprofit governance requirements, taxation laws, social security obligations where applicable, occupational safety requirements, digital employment regulations, and all other applicable legal provisions.
Nothing contained in this Policy shall prevent the Foundation from complying with any lawful governmental direction, judicial order, statutory requirement, regulatory instruction, or legally binding obligation.
Dispute Resolution
Any dispute, complaint, controversy, or claim arising out of or relating to employment, contractual engagement, project assignments, compensation, performance evaluation, disciplinary action, termination, or interpretation of this Universal Employment Policy shall first be addressed through the Foundation’s internal grievance and dispute resolution procedures.
Where a dispute cannot reasonably be resolved internally, the matter may be referred to the competent court, labour authority, tribunal, arbitration authority, mediator, or any other legally authorized dispute resolution forum having jurisdiction under applicable law.
Nothing contained in this Policy shall prevent either party from seeking interim relief, emergency legal protection, preservation of evidence, or any other remedy available under applicable law.
Severability
If any provision, clause, paragraph, sentence, or part of this Universal Employment Policy is declared invalid, unlawful, void, or unenforceable by any court of competent jurisdiction or legally authorized authority, such determination shall not affect the legality, validity, or enforceability of the remaining provisions.
The remaining provisions shall continue in full force and effect to the maximum extent permitted by applicable law, and the invalid provision shall, wherever reasonably possible, be interpreted in a manner that most closely reflects the original intent of the Foundation while remaining legally enforceable.
Entire Agreement
This Universal Employment Policy forms an integral part of the Foundation’s legal, administrative, governance, human resource, compliance, and operational framework. It shall be read together with the Foundation’s Universal Terms and Conditions, Universal Privacy Policy, Universal Data Protection Policy, Universal Information Security Policy, Universal Acceptable Use Policy, Universal Membership Policy, Universal Donation Policy, Universal Grievance Redressal Policy, Code of Conduct Policy, Anti-Fraud and Anti-Corruption Policy, Conflict of Interest Policy, Whistleblower Policy, Volunteer Policy, Vendor Management Policy, Records Retention Policy, Business Continuity Policy, Disaster Recovery Policy, and every other officially published policy governing the operations of Just Help Me Foundation.
Where any employment-related matter is specifically governed by an individual written employment agreement approved by the Foundation, that agreement shall prevail only to the extent of the specific provisions contained therein.
Contact Information
Questions regarding employment, appointments, assignments, transfers, project deployment, contracts, salary administration, legal notices, grievances, compliance communications, or any other employment-related matters shall be submitted only through the Foundation’s officially designated communication channels published on its authorized digital platforms.
Employees and applicants are advised to communicate exclusively through officially published email addresses, HR support systems, grievance portals, telephone numbers, or authorized Foundation offices to ensure authenticity, confidentiality, and secure handling of employment matters.
No Waiver
The failure or delay of Just Help Me Foundation to exercise or enforce any right, authority, remedy, or provision contained in this Universal Employment Policy shall not constitute a waiver of such right or remedy.
Any waiver shall be valid only if expressly made in writing by an authorized representative of the Foundation. A waiver relating to one particular matter shall not constitute a continuing waiver or a waiver of any future breach or any other provision of this Policy.
Survival
The provisions of this Universal Employment Policy relating to confidentiality, intellectual property, information security, data protection, non-disclosure, conflict of interest, audit rights, financial accountability, dispute resolution, governing law, limitation of liability, record retention, recovery of organizational property, post-employment obligations, and every other provision which by its nature is intended to survive shall remain valid and enforceable after resignation, completion of assignment, expiry of contract, project closure, termination of employment, retirement, discontinuation of services, or cessation of any relationship with Just Help Me Foundation.
Special Declaration Regarding Tender-Based, Project-Based and Donation-Dependent Employment
Just Help Me Foundation expressly declares that all employment opportunities created by the Foundation are fundamentally dependent upon the availability of tenders, government projects, CSR initiatives, grants, institutional funding, public donations, philanthropic contributions, sponsorships, charitable funding, project approvals, and organizational financial resources.
Accordingly, every appointment issued by the Foundation shall be deemed to be temporary, project-specific, assignment-specific, contractual, or funding-dependent unless a separate written document expressly approved by the Board of Trustees states otherwise.
No employee, regardless of designation, duration of service, salary level, promotions, repeated renewals, transfer between projects, continuity of assignments, or length of engagement, shall acquire any legal or equitable right to:
Where a tender expires, a project is completed, a CSR agreement is discontinued, donor funding is withdrawn, a grant is not renewed, sponsorship is cancelled, government approval is revoked, or organizational finances become insufficient, the Foundation shall have the unrestricted right to reduce staff strength, suspend appointments, reassign personnel, modify organizational structures, or terminate employment without creating any obligation for permanent absorption or continued employment, subject always to applicable law.
Acceptance of any appointment under this Policy constitutes the employee’s express acknowledgment that the employment relationship is temporary, funding-dependent, project-oriented, and non-permanent, and that no oral statement, past practice, designation, extension, renewal, or continuation of work shall be interpreted as creating permanent employment unless expressly approved in writing by the Foundation’s Board of Trustees.
Final Legal Declaration
By accepting employment, signing an appointment letter, consultancy agreement, assignment order, work order, project contract, tender deployment order, or by performing any work or service for Just Help Me Foundation (JHMF), every individual acknowledges that they have carefully read, fully understood, and voluntarily accepted this Universal Employment Policy in its entirety.
This Policy shall apply uniformly to all present and future offices, branches, project locations, websites, software platforms, digital workplaces, mobile applications, cloud systems, employment portals, HR platforms, administrative offices, field operations, and every organizational unit owned, operated, managed, licensed, or officially authorized by Just Help Me Foundation.
Continued engagement with the Foundation after publication of an updated version of this Policy shall constitute continued acceptance of the revised provisions.
Commitment to Fair and Responsible Employment
Just Help Me Foundation is committed to maintaining a fair, transparent, ethical, and legally compliant employment framework that supports its charitable mission while ensuring responsible stewardship of donor funds, project resources, and public trust. The Foundation shall continue to engage qualified professionals based on organizational needs, project requirements, and available funding, while upholding equal opportunity, professional integrity, accountability, and internationally recognized standards of nonprofit governance.
