Security & Statutory Compliance

1. Information Security Architecture

Fairease implements a defense-in-depth security model to safeguard candidate PII (Personally Identifiable Information), client organizational hierarchies, and proprietary recruitment data:

• Encryption Protocols: All digital communication occurs over Transport Layer Security (TLS 1.3). Candidate dossiers and CV repositories are encrypted at rest using AES-256 standards.
• Zero Open Storage: Uploaded resumes and BGV documents are quarantined in isolated, non-executable directories protected by Apache authorization rules and processed via randomized non-guessable identifiers.
• Least-Privilege RBAC: Internal consultants access candidate profiles solely within authorized functional domains. Automated access logs record every record view and export.
• Defensive Perimeter: Production systems operate with Content Security Policy (CSP), HTTP Strict Transport Security (HSTS), and framing denial (X-Frame-Options: DENY) to block UI redressing and script injection.

2. 100% Statutory Labor Law Adherence

In contract staffing and contingent workforce deployment, employer organizations often face co-employment liabilities if staffing partners cut corners. Fairease guarantees zero statutory default across all deployed personnel:

• Employees' Provident Fund (EPF): Strict monthly contribution under the EPF & MP Act, 1952.
• Employees' State Insurance (ESIC): Complete compliance under the ESI Act, 1948, for eligible salary tiers.
• Payment of Gratuity Act, 1972: Maintained reserves and seamless disbursement upon eligible tenure completion.
• Minimum Wages Act, 1948: 100% adherence to prevailing state-notified minimum wage schedules across skilled, semi-skilled, and technical worker bands.
• State Professional Tax (PT) & Labour Welfare Fund (LWF): Timely deductions and remittances across all operational states.

3. Payroll & Remittance Governance

Our automated payroll engine ensures zero discrepancy between attendance records, salary disbursements, and government filings:

• Direct electronic bank transfers (NEFT/RTGS) to individual employee accounts by the 1st to 5th of every month.
• Generation of bilingual digitized pay-slips accessible via mobile self-service.
• Quarterly issuance of Form 16 and annual tax reconciliation statements.
• Submission of monthly EPF Electronic Challan-cum-Return (ECR) and ESIC challans alongside commercial billing invoices.

4. POSH Act & Workplace Ethics

Fairease enforces a zero-tolerance policy toward workplace harassment, discrimination, or ethical misconduct:

• Internal Complaints Committee (ICC): Constituted strictly in accordance with the Prevention of Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
• Mandatory Sensitization: All internal recruiters and deputed contract associates undergo workplace conduct orientation.
• Whistleblower Safeguards: Anonymous reporting channels for ethical deviations, financial malpractice, or safety hazards.

5. Background Verification (BGV) Standards

Candidate misrepresentation poses severe operational and financial risks to enterprises. Fairease provides end-to-end Background Verification with auditable documentation:

• Identity Verification: Real-time API validation of Government ID credentials (PAN, Aadhaar verification via secure OTP/DigiLocker protocols).
• Judicial & Criminal Record Checks: Screening across e-Courts, district court registries, high courts, and police jurisdiction records.
• Prior Employment Authentication: Verification of tenure, designation, last drawn compensation, and reason for separation directly with previous HR departments.
• Educational Qualification Validation: Confirmation of highest degrees directly with accredited state/central universities and boards.

6. Client Audit Rights & Transparency

Enterprise clients maintain the full contractual right to inspect compliance dossiers, statutory contribution challans, wage registers, and BGV verification records:

• Quarterly Compliance Dossier: Packaged digital delivery of challans, bank disbursement statements, and labor filing acknowledgments.
• On-Demand Physical / Virtual Audits: Client HR compliance and external audit teams (e.g. Big 4 auditors) are granted prompt access to inspect personnel files with 5 business days notice.
• Service Level Agreements (SLAs): Pre-agreed metrics for hiring turnaround times, replacement timelines, and dispute resolution.

7. Incident Management & Reporting

In the unlikely event of a suspected security event or data breach, Fairease maintains a 24-hour Computer Security Incident Response Protocol. Impacted clients and data subjects will be formally notified within 72 hours, accompanied by remediation root-cause analysis and mitigation measures.

8. Compliance Advisory Desk

For statutory documentation, vendor due diligence questionnaires, or compliance certifications, contact our central compliance team: