Welcome to Not On Sunday

A Note from the Founders

Welcome to Not On Sunday Studio LLP. We’re genuinely excited to have you join our team. You’re not just joining another design agency. You’re becoming part of a team that believes great work comes from thoughtful people, meaningful collaboration, and a genuine passion for solving problems.

At Not On Sunday, we don’t measure success by the number of projects we complete. We measure it by the quality of the work we create, the relationships we build, and the impact we leave behind. Every logo we design, every website we develop, every campaign we launch, and every photograph or video we produce represents not only our clients but also the reputation of everyone at Not On Sunday.

That responsibility belongs to each one of us.Whether you’re joining as a designer, developer, project manager, photographer, video editor, or any other role, your ideas matter. We encourage curiosity, constructive feedback, continuous learning, and taking ownership of your work. Mistakes will happen. What matters is how we respond to them. We believe in asking questions, sharing knowledge, learning from experience, and continuously improving ourselves and our work.

This handbook is designed to help you understand how we work, what we value, and what you can expect from us as your employer.

It isn’t simply a collection of policies. It is a reflection of our culture. Welcome to Not On Sunday. We’re glad you’re here.

About Not On Sunday

Not On Sunday Studio LLP is a multidisciplinary creative agency specialising in branding, website design & development, social media management, packaging, photography, videography, and digital experiences. Founded with the belief that meaningful creative work requires intention rather than urgency, the agency exists to help businesses build brands that are thoughtful, strategic, and built for long-term growth.

Our approach combines creativity with process. We believe that great ideas are strengthened through research, collaboration, discussion, iteration, and attention to detail.

Every project—regardless of size—is approached with the same commitment to quality, transparency, and professionalism. We work closely with businesses across industries, partnering with them to create brands and digital experiences that are not only visually compelling but also commercially effective.

As our team grows, our commitment remains unchanged, To create work that we’re proud to put our name on.

Why “Not On Sunday”?

The name Not On Sunday often sparks curiosity.

It isn’t about working on Sundays. It isn’t about taking a day off. Instead, it represents a way of thinking. Some of the best ideas aren’t created in a rush. They evolve through observation, discussion, experimentation, refinement, and thoughtful decision-making. We believe creativity deserves the time to grow before it’s presented to the world.

“Not On Sunday” reminds us that exceptional work isn’t the result of haste—it’s the result of intention. Every project should be challenged, refined, tested, improved, and crafted with care. That philosophy guides every decision we make.

Our Mission

To build thoughtful brands, meaningful digital experiences, and lasting client relationships by combining strategic thinking, creativity, craftsmanship, and collaboration. We are committed to delivering work that creates measurable value for our clients while fostering an environment where talented individuals can learn, grow, and do their best work. 

Our Vision

To become one of Globally most respected creative agencies, recognised for exceptional design, dependable execution, and a culture that inspires creativity, ownership, and continuous improvement. We aspire to build an organisation where people enjoy creating meaningful work together and where every project reflects the highest standards of professionalism and craftsmanship.

The Not On Sunday Way

Every organisation has policies. We have principles.

These principles shape how we think, collaborate, make decisions, and approach our work every day. We Think Before We Create, Good design begins with understanding. Before opening a design file, writing code, or planning a campaign, we ask questions, understand the problem, and explore possibilities. Creativity without purpose is decoration.Creativity with purpose creates impact.

 We Choose Quality Over Quantity, Producing more work has never been our goal. Producing better work has. Every deliverable should be something we’re proud to present—to our client and to ourselves. If a task needs another review to improve quality, we take that time.

 We Own Our Work

Ownership means taking responsibility beyond your job description. It means noticing mistakes before someone else does. It means solving problems instead of waiting for instructions. It means asking for help when needed. It means caring about the outcome, not just completing a task.

We Respect People’s Time

Time is one of the most valuable resources we share. We respect it by:

• Being punctual.
• Meeting deadlines.
• Coming prepared to meetings.
• Responding within reasonable timeframes.
• Planning our work thoughtfully.
• Avoiding unnecessary delays.

Respecting time is respecting people.

We Communicate Honestly

Clear communication prevents misunderstandings. We believe in being transparent, respectful, and constructive. If something is delayed, we communicate early. If we disagree, we discuss respectfully. If we make a mistake, we acknowledge it and work towards a solution. Honest communication builds trust.

We Never Stop Learning

The creative industry evolves every day. New technologies emerge. Design trends change. Development frameworks improve. Marketing platforms evolve. Learning is therefore part of everyone’s role—not something reserved for training days. Curiosity is encouraged. Sharing knowledge is expected.

Growth is continuous.

We Work As One Team, Our departments may differ, but our goal is the same. Designers, developers, project managers, photographers, editors, and marketers all contribute to one outcome. Success belongs to the team. So does responsibility. We support each other, celebrate together, and solve problems together.

We Leave Things Better Than We Found Them, Whether it’s a design file, a client presentation, a workflow, or a conversation, we aim to improve it. Small improvements, made consistently, create extraordinary results over time. That mindset defines how we work at Not On Sunday.

 Our Values

Our values are reflected in the choices we make every day.

• Integrity — We act honestly, ethically, and responsibly.
• Ownership — We take responsibility for our work and our commitments.
• Craftsmanship — We pay attention to detail and strive for excellence.
• Collaboration — We achieve more by working together.
• Curiosity — We ask questions, challenge assumptions, and keep learning.
• Respect — We value every individual, every idea, and every relationship.
• Accountability — We deliver on our commitments and learn from our mistakes.
• Continuous Improvement — We believe every project is an opportunity to become better.

Employment at Not On Sunday

Every successful company is built on more than talented people. It is built on shared expectations.

Regardless of your role, experience, or department, every employee contributes to the reputation, culture, and success of Not On Sunday. The way we communicate, solve problems, support each other, and represent the Company has a direct impact on our clients and our team.

This chapter outlines the professional standards expected from every employee and serves as the foundation for how we work together.

Equal Opportunity Employment

Not On Sunday is committed to providing a workplace where every individual is treated fairly, respectfully, and with dignity. Employment decisions including recruitment, promotions, training, compensation, and career development are based on merit, skills, performance, experience, and business requirements.

The Company does not discriminate on the basis of gender, age, disability, marital status, caste, religion, ethnicity, sexual orientation, or any other characteristic protected under applicable law. We believe that diversity of backgrounds, experiences, and perspectives strengthens creativity and enables better problem-solving.

Every employee is expected to contribute to an inclusive workplace where everyone has an equal opportunity to succeed.

Professionalism

Professionalism at Not On Sunday is reflected in the way we think, communicate, behave, and deliver our work. Being professional does not mean being formal all the time. It means being dependable, respectful, accountable, and committed to maintaining high standards.

Every employee is expected to:

• Perform assigned responsibilities with honesty and integrity.
• Be punctual and prepared for work and meetings.
• Deliver work that reflects attention to detail and quality.
• Accept responsibility for mistakes and actively work towards resolving them.
• Respect deadlines and communicate delays in advance.
• Maintain a positive attitude and contribute constructively to the workplace.
• Treat colleagues, clients, vendors, and visitors with courtesy and respect.
• Follow Company policies, procedures, and lawful instructions.

Professional behaviour is expected both inside and outside the workplace whenever representing the Company.

Ownership & Accountability

Ownership is one of the core values of Not On Sunday. Every employee is expected to take responsibility not only for completing assigned work but also for the quality, accuracy, and outcome of that work.

Ownership means:

• Completing tasks without unnecessary follow-up.
• Taking initiative to solve problems before escalating them.
• Communicating challenges early rather than waiting until deadlines are missed.
• Reviewing work before submission.
• Taking responsibility for mistakes without shifting blame.
• Learning from feedback and continuously improving.

If you notice a problem, don’t assume someone else will fix it.

Take ownership or help find the right person who can.

Teamwork & Collaboration

Creative work is rarely accomplished by one individual. Every project involves designers, developers, project managers, photographers, editors, strategists, and clients working together towards a common objective.

Employees are expected to:

• Collaborate respectfully across departments.
• Share knowledge and resources willingly.
• Support colleagues when workloads require assistance.
• Respect differing opinions and creative perspectives.
• Resolve disagreements professionally and constructively.
• Celebrate team achievements rather than individual recognition alone.

Healthy collaboration creates better work for everyone.

Respect in the Workplace

Every individual deserves to work in an environment where they feel respected, valued, and safe.

Employees are expected to:

• Treat everyone with courtesy and professionalism.
• Respect different backgrounds, opinions, and experiences.
• Listen without interrupting or dismissing others.
• Avoid offensive language, inappropriate jokes, or disrespectful behaviour.
• Maintain professional boundaries with colleagues and clients.
• Resolve disagreements through respectful discussion.

Respect is demonstrated through everyday actions, not occasional gestures.

Integrity & Ethics

Integrity means doing the right thing even when no one is watching.

Employees are expected to:

• Be honest in all communications and reporting.
• Accurately record working hours, expenses, and project updates.
• Avoid conflicts of interest.
• Protect confidential information.
• Report unethical conduct where appropriate.
• Never misrepresent work, experience, qualifications, or project status.

Trust is difficult to earn and easy to lose. Every employee plays a role in maintaining that trust.

Learning & Continuous Improvement

The creative industry changes constantly.New technologies emerge. Design standards evolve. Marketing platforms introduce new features. Development frameworks improve. For this reason, learning is considered an ongoing responsibility rather than an occasional activity.

Employees are encouraged to:

• Stay updated with industry trends.
• Learn new tools and technologies.
• Participate in internal training sessions.
• Share knowledge with colleagues.
• Seek constructive feedback.
• Apply lessons learned from previous projects.

Growth benefits both the individual and the Company.

Representation of the Company

Every employee represents Not On Sunday through their actions, communication, and behaviour. Whether interacting with clients, vendors, partners, or the public, employees are expected to uphold the Company’s reputation by:

• Being professional and respectful.
• Communicating honestly and clearly.
• Delivering commitments responsibly.
• Protecting confidential information.
• Avoiding behaviour that could damage the Company’s image.

Even outside the workplace, employees should exercise good judgement when publicly associating themselves with the Company.

Good Practices

Employees are encouraged to:

✔ Arrive prepared for meetings.

✔ Keep commitments and communicate delays early.

✔ Help teammates without being asked.

✔ Accept constructive feedback positively.

✔ Ask questions whenever unsure.

✔ Double-check work before submitting it.

✔ Maintain organised project files.

✔ Continue learning beyond daily responsibilities.

Behaviour That Is Not Acceptable

The following behaviours are inconsistent with the standards of Not On Sunday and may result in corrective or disciplinary action:

✘ Repeatedly missing deadlines without communication.

✘ Disrespectful behaviour towards colleagues, clients, or vendors.

✘ Spreading rumours or creating unnecessary workplace conflict.

✘ Ignoring Company procedures or management instructions.

✘ Knowingly submitting incomplete or poor-quality work.

✘ Misusing Company time or resources.

✘ Falsifying information or concealing mistakes.

✘ Conduct that damages the Company’s reputation.

Attendance, Working Hours & Leave

Why This Matters

At Not On Sunday, we value flexibility, but we also value accountability. Creative work doesn’t always happen at the same pace every day. Some days require deep focus, while others involve meetings, production shoots, client presentations, or collaborative brainstorming. To keep projects moving and commitments fulfilled, everyone needs to be available, dependable, and respectful of each other’s time.

Working Hours

The standard working schedule at Not On Sunday is:

• Working Days: Monday to Friday
• Office Hours: 9:00 AM to 6:00 PM 
• Weekly Off: Saturday & Sunday
• Lunch Break: 01:30 – 02:15
• Employees are expected to be present and ready to begin work at the scheduled start time.

Occasionally, project deadlines, production schedules, client requirements, or business needs may require additional working hours. Where possible, such requirements will be communicated in advance. The Company believes overtime should be the exception, not the norm. Good planning and efficient execution are always preferred over extended working hours.

Attendance

Regular attendance and punctuality are essential responsibilities of every employee.

Employees are expected to:

• Report to work on time on every scheduled working day.
• Mark attendance using the Company’s approved attendance system.
• Inform their Reporting Manager promptly if they are unable to report to work.
• Notify their Reporting Manager in advance whenever leave, late arrival, or early departure is anticipated.
• Remain available during working hours unless authorised otherwise.
• Report to the office no later than 15 minutes after the scheduled reporting time. Late reporting beyond this period may be treated as a half-day attendance and the corresponding salary deduction shall be calculated in accordance with the Company’s attendance and payroll policy, unless prior approval has been obtained from the Reporting Manager or Management.
• Obtain prior approval before leaving the office premises during working hours. Employees must inform their Reporting Manager of the reason for leaving and their expected return time. Leaving the workplace without prior authorisation or intimation may be treated as unauthorised absence.

Repeated absenteeism, habitual late reporting, unauthorised absence, or failure to communicate attendance-related matters may be treated as a performance concern or misconduct, depending on the nature and frequency of the occurrence.

Punctuality

Respecting time is one of our core workplace values. Employees are expected to arrive on time for:

• Office reporting
• Team meetings
• Client meetings
• Internal reviews
• Training sessions
• Production schedules
• Site visits

If an employee expects to be delayed, they should inform their reporting manager as early as reasonably possible. Occasional delays due to unforeseen circumstances are understandable. However, repeated late arrivals without reasonable justification may result in corrective action.

Working from Home 

Not On Sunday operates primarily as an in-office organisation because collaboration is an important part of our work. Work From Home is therefore not a regular entitlement and may only be permitted under exceptional circumstances with prior approval from the reporting manager or management.

Examples may include:

• Medical reasons
• Family emergencies
• Severe weather or travel disruptions
• Situations specifically approved by management

Where Work From Home is approved, employees are expected to:

• Remain available during normal working hours.
• Attend scheduled online meetings.
• Maintain communication with their team.
• Deliver assigned work within agreed timelines.
• Ensure a reliable internet connection and appropriate working environment.

The Company reserves the right to decline or withdraw Work From Home approval where business requirements so require.

Leave Policy

The Company recognises that employees require time away from work for rest, personal commitments, health, and emergencies. Employees are expected to plan leave responsibly while considering project schedules and team responsibilities. All leave should be requested through the Company’s approved process unless circumstances prevent advance notice. Approval of leave is subject to business requirements and management discretion.

Leave Approval Process

All leave requests are subject to prior approval by the Company. Employees must submit their leave request via email to their Reporting Manager, with the Co-Founders marked in CC. The email should clearly mention:

• The reason for the leave.
• The leave dates and duration.
• Whether the leave is requested as Paid Leave or Unpaid Leave.

A leave shall be considered approved only after receiving written confirmation from the Reporting Manager or Management. Employees should not assume that a leave request has been approved until such confirmation is received. In case of medical emergencies or unforeseen circumstances where prior approval is not possible, the employee must inform the Reporting Manager and the Company at the earliest opportunity.

Paid Leave Entitlement

Employees are entitled to a maximum of 12 (Twelve) working days of Paid Leave during each calendar year.

The annual Paid Leave entitlement includes:

• Sick Leave
• Casual Leave
• Approved Half-Day Leave

Paid Leave is granted subject to prior approval and business requirements. Once the annual entitlement of 12 working days has been exhausted, any additional leave shall ordinarily be treated as Unpaid Leave, unless otherwise approved by the Management. Half-day leave shall be deducted as 0.5 (half) working day from the employee’s annual Paid Leave balance.

Planned Leave

Employees should apply for planned leave as early as possible.

Wherever practical:

• Discuss the proposed leave with your reporting manager.
• Ensure important responsibilities are handed over.
• Update project timelines where necessary.
• Inform relevant team members of your absence.

Advance planning helps minimise disruption for both clients and colleagues.

Emergency Leave

The Company understands that unexpected situations may arise. In the event of illness, accident, family emergencies, or other unavoidable circumstances, employees should inform their reporting manager at the earliest opportunity. Where required, the Company may request reasonable supporting documentation.

Half-Day Leave & Short Permissions

Occasionally, employees may require time away from work for appointments or personal commitments. Such requests should be discussed with the reporting manager in advance wherever possible. Approval will depend on operational requirements and may be recorded as a half-day leave, short permission, or other category determined by Company policy.

Public Holidays

The Company observes holidays as notified in its annual holiday calendar. The list of holidays may vary each year based on applicable regulations and business requirements. Employees will be informed of the holiday calendar in advance. Where business operations require employees to work on a declared holiday, suitable arrangements shall be communicated separately.

Absence Without Information

Employees are expected to communicate whenever they are unable to attend work. Failure to report to work without informing the Company may be treated as unauthorised absence. Prolonged unauthorised absence may result in disciplinary action and, where applicable, may be treated as abandonment of employment in accordance with Company policy and applicable law.

 Availability During Working Hours Employees are expected to remain reasonably available during working hours for:

• Internal discussions
• Client communication
• Meetings
• Project reviews
• Task updates
• Urgent work requirements

If an employee needs to leave the office during working hours, prior approval from the reporting manager should be obtained wherever practicable.

Communication & Workplace Conduct

Why This Matters

Clear communication is one of the foundations of a successful creative agency. Every conversation, whether with a colleague, client, vendor, or partner, reflects the professionalism of Not On Sunday. We believe good communication is timely, respectful, transparent, and solution-oriented. It helps projects move efficiently, reduces misunderstandings, and builds trust within the team and with our clients. This chapter outlines the standards expected when communicating on behalf of the Company.

Professional Communication

Employees are expected to communicate professionally, respectfully, and honestly at all times. Whether communicating verbally or in writing, employees should:

• Be courteous and respectful.
• Communicate clearly and concisely.
• Listen actively before responding.
• Avoid offensive, aggressive, or disrespectful language.
• Focus on resolving issues rather than assigning blame.
• Raise concerns professionally through the appropriate channels.

Professional communication applies equally to in-person conversations, emails, phone calls, messaging platforms, and virtual meetings.

Internal Communication

Strong teamwork depends on clear internal communication. Employees are expected to:

• Keep relevant team members informed about project updates and delays.
• Respond to internal communication within a reasonable timeframe during working hours.
• Share information accurately and avoid assumptions.
• Escalate concerns early rather than allowing issues to grow.
• Respect colleagues’ time by communicating efficiently and staying on topic.

Work-related discussions should take place on approved Company platforms wherever possible to ensure proper documentation and collaboration.

Client Communication

Every interaction with a client contributes to the Company’s reputation. Employees communicating with clients are expected to:

• Maintain a professional, confident, and courteous tone.
• Communicate accurate information and avoid making commitments that have not been approved internally.
• Keep clients informed of project progress and any changes affecting timelines.
• Document important discussions, approvals, and decisions.
• Respect client confidentiality at all times.
• Escalate concerns or sensitive issues to the appropriate reporting manager when necessary.

Employees should never argue with clients or respond emotionally. Differences should be handled calmly, respectfully, and with a focus on finding solutions.

Meetings

Meetings should have a clear purpose and lead to actionable outcomes. Employees are expected to:

• Arrive on time and be prepared.
• Review relevant information before the meeting.
• Participate actively and respectfully.
• Allow others to speak without interruption.
• Keep discussions focused on the agenda.
• Record action items where necessary and follow through on assigned responsibilities.

Whenever possible, simple discussions should be resolved through appropriate communication channels rather than unnecessary meetings.

Email Etiquette

Email is an official mode of business communication and should reflect the professionalism of the Company. Employees should:

• Use Company email accounts for official communication.
• Write clear and meaningful subject lines.
• Keep emails concise and relevant.
• Proofread emails before sending.
• Include only relevant recipients.
• Avoid sending confidential information to unauthorised persons.
• Respond to important emails within a reasonable timeframe.

Employees should avoid using email for emotional discussions or conflicts that are better addressed through direct conversation.

 WhatsApp & Instant Messaging

Instant messaging platforms are intended for quick communication and coordination. Employees should:

• Use messaging professionally during working hours.
• Keep conversations relevant to work.
• Respect working hours unless communication is genuinely urgent.
• Avoid excessive messaging that disrupts productivity.
• Share confidential information only through authorised channels where appropriate.

 Approval requests, important client decisions, and project documentation should be recorded in the
Company’s designated systems rather than relying solely on messaging applications.

Phone Calls

Phone calls should be handled professionally and respectfully. Employees are expected to:

• Answer business calls courteously.
• Return missed calls within a reasonable timeframe whenever required.
• Conduct business conversations in an appropriate environment.
• Avoid discussing confidential information in public places.
• Maintain a professional tone throughout the conversation.

Workplace Behaviour

A respectful workplace allows everyone to perform their best. Employees are expected to:

• Treat colleagues, clients, vendors, and visitors with courtesy.
• Maintain a positive and collaborative attitude.
• Respect personal space and workplace boundaries.
• Avoid disruptive behaviour that affects others’ productivity.
• Resolve disagreements through respectful discussion rather than confrontation.

Constructive feedback is encouraged, provided it is delivered respectfully and with the intention of helping others improve.

Representation of the Company

Employees represent Not On Sunday whenever they interact with clients, partners, vendors, or members of the public. Employees should:

• Conduct themselves professionally at meetings, events, and business gatherings.
• Protect the Company’s reputation through responsible behaviour.
• Avoid making unauthorised public statements on behalf of the Company.
• Refer media enquiries or official business requests to authorised personnel.

Professional conduct extends beyond the workplace whenever an employee is representing the Company.

Technology, Information Security & Creative Workflow

Why This Matters

At Not On Sunday, almost everything we create exists in a digital environment. From brand identities and websites to photographs, videos, strategy documents, and client communication, every file represents valuable work for both the Company and our clients. Maintaining organised systems, protecting information, and following consistent workflows ensures projects remain secure, accessible, and easy to manage. Every employee is responsible for handling Company technology and digital assets with care.

Technology Usage

The Company provides access to software, digital platforms, subscriptions, and equipment to enable employees to perform their responsibilities efficiently. Employees are expected to:

• Use Company technology only for authorised business purposes.
• Install software only with prior approval where required.
• Use licensed software and official accounts provided by the Company.
• Avoid downloading or using unauthorised applications that may compromise security or performance.
• Keep systems updated whenever instructed by the Company.

Employees are responsible for ensuring that Company technology is used professionally and responsibly.

Laptop & Device Usage

Employees issued with Company devices are responsible for their safe handling and proper use. Employees should:

• Keep devices clean and in good working condition.
• Lock devices whenever leaving their workstation.
• Avoid sharing Company devices with unauthorised persons.
• Report loss, theft, or damage immediately.
• Return all devices and accessories upon request or at the end of employment.

Reasonable personal use is permitted provided it does not interfere with work, consume excessive resources, or violate Company policies.

Passwords & Account Security

Every employee is responsible for protecting Company accounts and digital access. Employees must:

• Create strong and unique passwords.
• Keep passwords confidential.
• Never share login credentials unless specifically authorised.
• Enable multi-factor authentication wherever available.
• Log out from shared or public computers after use.
• Immediately report any suspected unauthorised access.

Passwords should never be stored in unsecured documents or shared through unsecured communication channels.

Google Workspace

Google Workspace is the Company’s primary platform for communication, collaboration, and document management. Employees are expected to:

• Use their official Company email for all business communication.
• Store work-related documents within Company-managed drives wherever applicable.
• Organise files in designated folders.
• Follow document permissions provided by management.
• Avoid deleting shared files without approval.

All work created using Company accounts remains the property of the Company.

AI Usage

Artificial Intelligence tools such as ChatGPT, Gemini, Claude, Midjourney, Adobe Firefly, GitHub Copilot, or similar technologies can improve productivity when used responsibly. Employees may use approved AI tools to assist with:

• Brainstorming ideas.
• Research.
• Content drafting.
• Coding assistance.
• Image generation.
• Documentation.
• Workflow improvements.

However, employees must not:

• Upload confidential client information.
• Upload source code belonging to clients without approval.
• Share passwords or credentials.
• Upload financial information or internal business documents.
• Submit AI-generated work without reviewing its accuracy and quality.

AI should assist professional judgment, not replace it. Every employee remains responsible for the quality and accuracy of work delivered to clients.

Cybersecurity

Every employee plays a role in protecting the Company’s digital environment. Employees should:

• Be cautious of suspicious emails, links, and attachments.
• Verify requests involving sensitive information or payments.
• Avoid connecting Company devices to unsecured public networks unless appropriate security measures are in place.
• Report phishing attempts, malware, or unusual system activity immediately.
• Follow Company security practices when accessing client systems.

A small security mistake can have significant consequences for both the Company and its clients.

File Management

Well-organised files save time and improve collaboration. Employees are expected to:

• Save all project files in the designated Company folder structure.
• Keep project folders organised throughout the project lifecycle.
• Avoid storing official work exclusively on personal devices.
• Remove duplicate or unnecessary files where appropriate.
• Archive completed projects according to Company procedures.

Every team member should be able to locate and continue work without confusion.

Naming Conventions

Consistent naming helps everyone locate files quickly. Employees should follow the Company’s prescribed naming conventions for:

• Project folders.
• Design files.
• Source files.
• Images.
• Videos.
• Documents.
• Presentations.
• Website assets.
• Exported deliverables.

File names should be descriptive, consistent, and version controlled. Generic names such as “Final”, “Latest”, “New Final”, or “Untitled” should be avoided.

Version Control

Creative work evolves through multiple revisions. Employees should:

• Maintain clear version history throughout projects.
• Avoid overwriting important files without backup.
• Clearly identify revision numbers or dates where applicable.
• Archive previous versions before major changes.
• Ensure only approved final files are shared with clients.

Proper version control prevents confusion and protects project history.

Client Assets

Client assets include all materials provided by clients or created on their behalf. These may include:

• Brand guidelines.
• Logos.
• Images.
• Videos.
• Product information.
• Website credentials.
• Marketing material.
• Documents.
• Databases.
• Creative files.

Employees are responsible for handling client assets carefully and ensuring they are used only for authorised business purposes. Client assets should never be shared, copied, or retained after employment unless authorised by the Company.

Quality Control

Quality is the responsibility of every employee. Before submitting any work internally or externally, employees should ensure that it has been reviewed for:

• Accuracy.
• Completeness.
• Consistency.
• Spelling and grammar.
• Design alignment.
• Technical functionality.
• Client requirements.
• Brand consistency.

No deliverable should be considered complete until it meets the Company’s quality standards.

Company Property

Company property includes both physical and digital resources provided to employees. Employees are expected to:

• Use Company property responsibly.
• Protect it from loss, theft, or damage.
• Return all property upon request or separation from the Company.
• Report any issues affecting Company assets immediately.

This includes laptops, cameras, storage devices, office keys, access cards, software licences, subscriptions, and any other Company-owned resources.

Data Protection

Employees are entrusted with confidential Company and client information. Employees must:

• Access information only when required for their role.
• Share information only with authorised persons.
• Store data securely using approved Company systems.
• Dispose of sensitive information responsibly.
• Report any suspected data breach immediately.

The protection of Company and client information remains an ongoing responsibility even after employment ends.

Social Media & Public Representation

Why This Matters

Everything shared online has the potential to influence how people perceive both the individual and the Company. As a creative agency, our work is often visible to clients, collaborators, and the public. Employees are therefore expected to exercise good judgement when using social media or representing Not On Sunday in any public capacity. This policy is not intended to limit personal expression, but to ensure that Company information, client confidentiality, and professional standards are maintained.

Personal Social Media

The Company respects every employee’s right to maintain personal social media accounts. Employees are free to express personal opinions and interests, provided that such activity:

• Does not disclose confidential Company or client information.
• Does not imply that personal opinions represent the views of the Company.
• Does not damage the Company’s reputation or client relationships.
• Does not violate applicable laws or Company policies.

Employees should maintain professionalism whenever publicly identifying themselves as employees of Not On Sunday.

Posting Company Work

The Company understands that employees may wish to showcase their work as part of their professional portfolio. However, employees must obtain prior approval before publicly sharing:

• Client projects that have not yet been officially launched.
• Internal concepts or work-in-progress.
• Confidential campaigns or marketing strategies.
• Source files, behind-the-scenes materials, or proprietary processes.

Once a project has been officially launched, employees may share it only in accordance with Company guidelines and any client confidentiality obligations.

Confidential Information

Employees must never publish or discuss confidential information relating to:

• Clients or prospective clients.
• Business strategies or commercial information.
• Internal meetings or discussions.
• Financial information.
• Passwords, credentials, or access details.
• Unreleased creative work or product launches.

This obligation applies regardless of whether the information is shared through social media, messaging platforms, blogs, podcasts, interviews, or any other public medium.

Public Statements

Only authorised representatives may issue official statements on behalf of the Company. Employees should not:

• Speak to the media on behalf of the Company.
• Make public announcements regarding Company matters without approval.
• Comment publicly on confidential client issues.
• Represent personal opinions as Company positions.

Media enquiries should be referred to the founders or another authorised representative.

Online Conduct

Employees are expected to conduct themselves responsibly in online interactions where they may reasonably be associated with the Company. This includes:

• Being respectful in public discussions.
• Avoiding harassment, abusive language, or discriminatory behaviour.
• Refraining from engaging in unnecessary online arguments while representing the Company.
• Protecting the Company’s reputation through professional conduct.

Employees are encouraged to think carefully before publishing content that may have long-term professional implications.

Photography & Recording

To protect client confidentiality and workplace privacy, employees should not photograph, record, or livestream the office, meetings, client materials, or internal discussions without prior approval.

This includes photographs or videos that reveal confidential information displayed on screens, whiteboards, documents, or prototypes.

Closing Note

Social media is a powerful tool for building both personal and professional brands. We encourage employees to celebrate their work and achievements while balancing that enthusiasm with professionalism, discretion, and respect for our clients and colleagues.

Workplace Safety & Ethics

Why This Matters

A positive workplace is built on mutual respect, professionalism, integrity, and accountability. Every employee has the right to work in an environment that is safe, inclusive, and free from discrimination, harassment, intimidation, or unethical behaviour. This chapter outlines the standards expected from every employee to maintain a healthy, respectful, and professional workplace.

Dress Code

Not On Sunday maintains a smart-casual work environment. Employees are expected to dress neatly, appropriately, and in a manner suitable for a professional creative workplace. While individual style is encouraged, clothing should always be clean, presentable, and appropriate for client meetings, production shoots, office visitors, and business events. Employees attending client-facing engagements should dress according to the nature of the meeting and represent the Company professionally.

Workplace Behaviour

Every employee contributes to the culture of the workplace. Employees are expected to:

• Treat colleagues, clients, vendors, interns, and visitors with courtesy and respect.
• Maintain professionalism in conversations and conduct.
• Respect personal boundaries and shared workspaces.
• Avoid behaviour that creates discomfort, disruption, or unnecessary conflict.
• Resolve disagreements respectfully and constructively.

The Company encourages open communication while expecting all employees to contribute to a positive and collaborative working environment.

Harassment-Free Workplace

Not On Sunday is committed to maintaining a workplace free from harassment, bullying, intimidation, and inappropriate behaviour. Harassment of any kind—whether verbal, physical, visual, written, digital, or psychological—will not be tolerated. This includes, but is not limited to:

• Offensive remarks or jokes.
• Unwelcome physical contact.
• Threatening or intimidating behaviour.
• Sexual harassment.
• Repeated unwanted communication.
• Humiliation or public ridicule.
• Bullying or abusive language.

Any employee who experiences or witnesses harassment is encouraged to report the matter promptly. Reports will be handled sensitively and, where appropriate, confidentially

Anti-Discrimination

The Company is committed to providing equal opportunities to all employees. Discrimination based on legally protected characteristics has no place at Not On Sunday. Employees are expected to work together respectfully and professionally, recognising that diverse perspectives strengthen creativity, collaboration, and innovation. Employment-related decisions are based on merit, performance, qualifications, and business requirements.

Health & Safety

Every employee shares responsibility for maintaining a safe workplace. Employees should:

• Keep workstations clean and organised.
• Report unsafe conditions or damaged equipment promptly.
• Follow safety instructions during production shoots and travel.
• Use equipment responsibly.
• Avoid actions that may endanger themselves or others.

In the event of an emergency, employees should follow the instructions of authorised personnel and cooperate fully.

Receiving Gifts, Hospitality & Bribes

Employees must always act in the best interests of the Company. Employees shall not:

• Accept gifts, cash, favours, or hospitality intended to influence business decisions.
• Offer bribes or improper benefits to obtain business.
• Request personal benefits from clients, vendors, or partners.

Nominal gifts exchanged as part of customary business practices may be accepted only where they do not create a conflict of interest or influence professional judgement. Employees should disclose any significant gifts or hospitality to management.

Insider Information & Confidential Business Matters

During employment, employees may become aware of confidential business information relating to the Company or its clients. Such information must not be used for personal benefit or disclosed to others unless authorised. Examples include:

• Pricing strategies.
• Client negotiations.
• Upcoming launches.
• Marketing campaigns.
• Financial information.
• Business expansion plans.
• Recruitment decisions.
• Internal management discussions.

The obligation to protect confidential information continues even after employment ends.

Respect for Company Property

Employees are expected to use Company property responsibly and only for authorised purposes. Company property includes:

• Office premises.
• Furniture.
• Laptops and computers.
• Cameras and production equipment.
• Hard drives and storage devices.
• Software licences.
• Office supplies.
• Internet services.
• Meeting rooms.
• Vehicles (if applicable).

Employees should promptly report any damage, malfunction, or loss of Company property.

Performance, Feedback & Career Growth

Why This Matters

At Not On Sunday, we believe that people grow when they are challenged, supported, and trusted. Performance is not measured solely by the quantity of work completed, but by the quality of execution, ownership, collaboration, professionalism, and the value created for our clients and the team.

Our goal is to create an environment where employees continue to learn, improve, and build meaningful careers.

Performance Expectations

Every employee is expected to perform their role responsibly while maintaining the standards of quality established by the Company. Performance is generally evaluated on:

• Quality and accuracy of work.
• Timely completion of assigned tasks.
• Ownership and accountability.
• Professional communication.
• Teamwork and collaboration.
• Problem-solving ability.
• Initiative and willingness to learn.
• Reliability and attendance.
• Client satisfaction (where applicable).
• Compliance with Company policies.

Employees are encouraged to take ownership of their professional development and continuously improve their skills.

Performance Reviews

Performance discussions are intended to support growth rather than simply evaluate results. The Company may conduct periodic performance reviews to:

• Discuss achievements and challenges.
• Review goals and responsibilities.
• Identify training or development needs.
• Provide constructive feedback.
• Recognise contributions.
• Set expectations for future growth.

Employees are encouraged to actively participate in these discussions and share ideas for improving both individual performance and Company processes.

Feedback Culture

Constructive feedback is an essential part of learning. Employees should:

• Accept feedback with an open mind.
• Provide feedback respectfully and professionally.
• Focus on solutions rather than blame.
• Address concerns promptly through appropriate channels.
• View mistakes as opportunities to improve.

Respectful disagreement and healthy discussion are encouraged when conducted professionally.

Learning & Development

The Company encourages continuous learning and skill development. Employees are expected to remain updated with industry trends, tools, technologies, and best practices relevant to their role. Learning may include:

• Internal training sessions.
• Workshops.
• Online courses.
• Industry events.
• Certifications.
• Self-learning initiatives.
• Knowledge-sharing sessions within the team.

Employees are encouraged to proactively seek opportunities that contribute to both personal and organisational growth.

Promotions & Career Growth

Career progression at Not On Sunday is based on merit, performance, capability, business requirements, and leadership potential. Promotion decisions may consider:

• Consistent performance.
• Technical expertise.
• Ownership and accountability.
• Leadership qualities.
• Initiative.
• Professional behaviour.
• Contribution to the Company’s growth.
• Ability to mentor and support others.

Promotion is earned through sustained performance and demonstrated readiness for greater responsibility.

Performance Improvement

Where performance does not meet expected standards, the Company may provide guidance, coaching, additional training, or a structured improvement plan where appropriate. Employees are expected to actively participate in improvement efforts and demonstrate reasonable progress within the agreed timeframe.Continued unsatisfactory performance may result in disciplinary action in accordance with Company policy and applicable law.

Salary Revisions

Salary revisions are reviewed periodically at the sole discretion of the Company and are not automatic. Revision decisions may be based on:

• Individual performance.
• Business performance.
• Market conditions.
• Role responsibilities.
• Internal compensation structure.
• Overall contribution to the Company.

Employees should not assume that completion of a review period guarantees a salary increase.

Recognition

The Company believes that good work deserves recognition. Recognition may be provided through:

• Appreciation from management.
• Additional responsibilities.
• Performance-based incentives where applicable.
• Career advancement opportunities.
• Professional development support.
• Public acknowledgement within the organisation.

Recognition is based on contribution, consistency, and impact

Separation from Employment

Why This Matters

Employment relationships evolve over time. Whether an employee moves on to pursue new opportunities, retires, or separates from the Company for any other reason, the process should be handled professionally, respectfully, and responsibly.

This chapter outlines the expectations during the conclusion of employment.

Resignation

Employees wishing to resign are required to submit a written resignation to their reporting manager or the designated authority. The applicable notice period shall be as specified in the Appointment Letter or Employment Agreement. During the notice period, employees are expected to continue performing their responsibilities professionally and cooperate fully with the transition process.

Notice Period

Employees are expected to serve the applicable notice period unless otherwise agreed in writing by the Company. The Company may, at its discretion and subject to applicable law:

• Waive part or all of the notice period.
• Accept payment in lieu of notice where applicable.
• Require employees not to attend work during all or part of the notice period while remaining employed.

Business continuity and professional handover remain the employee’s responsibility during this period.

Knowledge Transfer & Handover

Before the last working day, employees are expected to complete a comprehensive handover of all ongoing work.

This includes:

• Project status.
• Pending tasks.
• Client communication history.
• Login credentials.
• File locations.
• Technical documentation.
• Creative source files.
• Relevant notes and instructions.

Employees should ensure that another team member can continue work without unnecessary disruption.

Return of Company Property

Before leaving the Company, employees must return all Company property in their possession. This includes, where applicable:

• Laptops.
• Cameras.
• Hard drives.
• Pen drives.
• Office keys.
• ID cards.
• Access cards.
• Software licences.
• Company documents.
• Storage devices.
• Any other Company-issued equipment.

Employees must also return all digital assets, files, passwords, and credentials belonging to the Company or its clients.

Exit Clearance

Final clearance may include confirmation that:

• Company Assets have been returned.
• Assigned projects have been handed over.
• Confidential information remains protected.
• Financial obligations have been settled.
• Required documentation has been completed.

Completion of the clearance process helps ensure a smooth transition for both the employee and the Company.

Final Settlement

The Company will process the employee’s final settlement in accordance with applicable law and Company policy after completion of all required exit formalities. This may include:

• Outstanding salary.
• Approved reimbursements.
• Statutory dues, where applicable.
• Lawful deductions.
• Recovery of Company property or other authorised deductions, where applicable.

Experience & Relieving Letter

Upon successful completion of the resignation process and fulfilment of all exit requirements, the Company may issue an Experience Letter and Relieving Letter confirming the employee’s period of employment and separation from the organisation.

Continuing Obligations

Certain obligations continue even after employment has ended.

Former employees remain responsible for:

• Protecting confidential information.
• Respecting intellectual property rights.
• Complying with post-employment obligations contained in the Employment Agreement.
• Returning any Company information discovered after separation.

A Final Note

Every organisation has policies. Some have processes. Very few have a culture. At Not On Sunday, we believe that culture is built through the everyday decisions made by ordinary people doing extraordinary work. This handbook provides the framework for how we work together, but no handbook can replace integrity, curiosity, accountability, or kindness. Those qualities come from the people who choose to bring them to work every day.

As you begin your journey with us, remember that your role extends beyond your job title. Whether you are designing a brand, developing a website, managing a project, creating content, capturing a photograph, editing a film, or supporting a client, your work contributes to something much larger than an individual task.

Every interaction shapes our reputation. Every decision reflects our values. Every project carries our name.

We encourage you to ask questions, share ideas, challenge assumptions respectfully, and never stop learning. We believe the best solutions are created through collaboration, thoughtful discussion, and a willingness to improve. Success at Not On Sunday is not measured solely by deadlines met or projects completed. It is measured by the trust we earn, the quality we deliver, the relationships we build, and the pride we take in our work.

Thank you for choosing to be part of our journey. We look forward to building something meaningful together.

Welcome to Not On Sunday.