ads! digital — Internal Wiki
Learn.
Grow.
Together.
Grow.
Together.
Your single source of truth for company culture, policies, processes, and resources. Built for every team member at ads! digital.
Mission Statement
Transforming Nepal's advertising landscape through innovation, collaboration, and growth.
Vision Statement
To revolutionize Nepal's advertising industry by delivering innovative, data-driven solutions that empower brands and professionals to achieve unprecedented growth.
Quick Access
01
Organization Chart
View the full company hierarchy and click through to job descriptions
→
02
Job Descriptions
Detailed roles and responsibilities for all positions
→
03
HR Handbook
Employment terms, benefits, performance management, and compliance
→
04
Leave Policies
Annual, sick, maternity, paternity, and all leave entitlements
→
05
Operations SOP
Phase-by-phase guide from client acquisition to final invoice
→
06
Checklists
Daily, weekly, and monthly checklists for all key roles
→
Company
Organization Chart
Current company hierarchy as of May 2026. Click any box to view the full job description.
↑ Scroll horizontally if needed | Click a box to view full job description
-
Prashraya Ratna TuladharCEO / Founder
-
Sharmila TamangChief Operating Officer
-
Aayush Manada BajracharyaCreative Head
-
MultimediaRabi LamaSr. Multimedia OfficerRabindra SherchanMultimedia OfficerAbhishek TamrakarMultimedia Assistant
-
Client SuccessSubham ShresthaClient Success OfficerManesh KR PariyarCreative StrategistVidya BamCSO Assistant
-
Graphic DesignPrasan Nathanial RaiSr. Graphic DesignerBishal LamaGraphic DesignerNhoojha MaskeyCreative GeneralistSujan ShresthaMid Graphic DesignerSantosh ShresthaGraphic Designer Intern
-
Content CreationSailaj PradhanagContent WriterJyoti AgrawalContent Writer InternOjashwi BhattraiProduction & Content Creator
-
Ads Intelligent UnitAnish B.KDigital OfficerRaman MaharjanDigital Intern
-
-
Anisha BageriaFinance — Account Officer
-
Bipana ShresthaSales — Sales Assistant
-
Tara TamangHR & Admin Manager
-
Krishna BasnetAdmin Officer
-
Ambika GiriOffice Assistant
-
-
-
Namrata ThapaliyaExecutive Assistant
-
Company
About ads! digital
Full-service digital advertising and marketing agency based in Kathmandu, Nepal.
ads! digital (P) Ltd.
Full-Service Digital Advertising Agency
Yak & Yeti Road, Durbar Marg, Kathmandu, Nepal
Input → Processing → Output (IPO Framework)
WORKLENZ
TIGG Accounting App
Who We Are
ads! digital is a full-service creative and digital marketing agency built on a structured IPO model. We operate in three functional layers — Sales, Operations, and Creative Pods — ensuring every client engagement flows seamlessly from prospecting through to final delivery and payment. Our team thrives on bold ideas, honest collaboration, and delivering results that go beyond expectations.
Core Values
01
Integrity
Be honest in all your work and interactions. Own your mistakes. Act with transparency in every task.
02
Collaboration
Support your teammates. Contribute to their growth. Every voice is valued, every idea matters.
03
Excellence
Deliver work that exceeds expectations. Maintain quality standards. Never settle for average.
Agency Structure
Sales Team
Prospecting, proposals, negotiation, and deal closure. The engine of growth.
Operations
Contracts, invoicing, task generation, reporting, and payment follow-up.
Creative Pods (A, D, S)
Self-contained units handling full monthly deliverables. Each pod includes a CSO, Designer, Editor, and Content Creators.
People
Job Descriptions
Click any role to view complete responsibilities and linked SOPs.
Policies
HR Policy Handbook
Document Code: ADS/POL/083/01 — Effective 2083/01/01 BS. Applies to all employees of ADS.
Employment
Benefits
Expenses
Performance
Exit & Termination
IT & Security
Employee Categories
| Category | Definition |
|---|---|
| Full-Time | Works more than 48 hours per week at ADS |
| Part-Time | Works up to 24 hours per week at ADS |
| Freelancer / Consultant | Hired for a specific task or fixed time period |
| Trainee / Intern | Engaged for learning purposes, typically less than 6 months |
Working Hours
10:00 AM – 6:00 PM
10:00 AM – 5:30 PM
1:00 PM – 2:00 PM (60 min)
Saturday (unless otherwise instructed)
Attendance Policy
- Clock in by 10:05 AM and clock out by 6:00 PM. A 5-minute grace period is permitted; repeated misuse is subject to review.
- In case of anticipated late arrival, inform your reporting manager at least 2 hours before scheduled start time.
- Late arrival or early departure must be approved by reporting manager. HR must also be informed for record-keeping.
- Working less than 4 hours = full-day leave; less than 7 hours = half-day leave.
- Repeated lateness or unauthorized absence may result in disciplinary action.
- Any misuse of the attendance system may lead to disciplinary action.
Probation Period
- Probation lasts between 3 to 6 months as specified in the offer letter.
- Intensive training provided; employees encouraged to ask questions freely.
- Management reserves the right to extend probation with prior notification.
- Upon successful completion, employment is automatically confirmed.
- The company may terminate employment during probation with or without notice.
- Employees are strongly advised to avoid leave during the probation period.
Payroll
- Salaries paid monthly, within the first 10 days of each month.
- Taxes automatically deducted in accordance with applicable Nepal tax laws.
- Finance team will notify employees of any delays in advance.
Insurance
- Full-time employees are covered by accidental and other insurance policies.
- Contact HR for assistance with any insurance claims.
Festival Allowance (Dashain Bonus)
- Full-time employees entitled to a Dashain bonus equal to one month's gross salary.
- Employees who work during Dashain or Tihar holidays (with prior approval) receive NPR 1,250 per day plus substitute leave.
- Employees with 3–12 months of service receive a prorated festival bonus.
Retirement Contribution (CIT)
- ads! digital contributes to the employee's retirement fund (CIT) as required by Nepal Labor Law.
- This contribution is included in the employee's Cost to Company (CTC).
Employee Loan
- Full-time employees eligible to borrow up to one month's basic salary at 0% interest.
- Repayments deducted from salary in installments.
- Processing time: minimum one week.
- Loans exceeding one month's salary require Board of Directors approval.
Company Vehicle
- Vehicles may be provided to employees whose roles require travel.
- Must comply with all traffic laws at all times.
- Smoking, lending to others, or personal errands are strictly prohibited.
- Any accident must be reported immediately to HR and the reporting manager.
Expense Reimbursement
- All claims must include an original receipt with PAN/VAT number.
- Claims must be submitted within 7 days of the expense. Late claims are not reimbursed.
- A brief description of the expense is required (e.g., "Team lunch during client meeting in Pokhara").
- Reimbursements are processed within at least 2 weeks.
Accommodation & Food Limits
| Category | Limit |
|---|---|
| Accommodation | Up to NPR 1,500/night (shared room if 2+ employees) |
| Breakfast | Up to NPR 250/person |
| Lunch / Dinner | Up to NPR 500/meal per person |
| Team Lunch/Dinner | Up to NPR 2,000/person every 6 months (prior approval required) |
| Fuel | 7 litres/month (standard) or 15 litres/month (extensive travel) |
Company Assets & Inventory
- All equipment, furniture, computers, and devices are company property.
- Damage or loss must be reported in writing to manager and HR within 4 hours.
- Damage from carelessness: cost deducted from employee's salary.
- Damage from nature of work: company covers the cost.
- Intentional damage: full cost recovered from the employee.
Performance Reviews
- ADS conducts performance reviews at least twice per year, based on agreed KPIs.
- Performance reviews and salary reviews are separate processes.
- Employees must submit at least two performance reviews to be eligible for salary increases or promotion.
- First review takes place after probation completion (90–180 days from joining).
- All employees receive a monthly one-on-one meeting (15–20 minutes) with their manager.
Pay Reviews
- Conducted annually, with adjustments effective from the Nepali New Year (Baisakh).
- Based on individual performance (KPIs) and overall business performance.
- Subject to company performance, budgetary constraints, and market conditions.
- At the discretion of management. All changes approved by the Director.
Training & Development
- ADS covers costs of accommodation, travel, and daily expenses for company-funded training.
- Employees attending company-funded training must sign a bond agreeing to stay for at least 2 years post-training.
- Early departure requires repayment of training-related costs.
Overtime Policy
- Eligible only when working more than 8 hours in a 24-hour period with prior written approval.
- Capped at 4 hours/day and 24 hours/week.
- Overtime pay calculated at 1.5× the basic hourly salary.
- Unauthorized overtime will not be compensated.
- Discrepancies between work updates and attendance: lowest recorded value is used for payment.
Notice Periods
| Who | Notice Period |
|---|---|
| During probation period | At least 1 month |
| Employees below Head of Department | At least 1 month |
| Head of Department and above | At least 3 months |
Resignation Procedure
- Resignations must be submitted in writing to the reporting manager and approved by HR and HOD.
- During notice period, employees must hand over all work, files, and company equipment.
- Leave cannot be taken during notice period (if approved, treated as unpaid).
- Unserved notice days are deducted from final pay.
- Resignation without required notice: employee pays the company two months' gross salary as compensation.
Grounds for Termination
- With cause (misconduct): Immediate termination, no notice. Examples: theft, fraud, harassment, drug use, serious policy violations.
- Without cause: 30 days notice or 30 days pay in lieu of notice.
- Job abandonment: Absent for 7+ consecutive days without notifying anyone = abandonment.
- Medical grounds: Unable to work for 6 months due to illness — company may release from contract.
Final Pay & Return of Property
- Final pay processed within 90 days (3 months) after all exit documents are submitted.
- Includes salary up to last day plus encashment of unused annual and sick leave.
- If employee joins a direct competitor, final settlement will be withheld.
- Must return: laptop, SIM card, access cards, documents, and all company materials on last day.
- Must complete the Exit & No Dues Form and the Asset Handover Form.
IT & Data Security
- Use strong passwords and never share them with anyone.
- Only use company-approved devices and software for work.
- Never share confidential company or client data outside of work.
- Report any suspicious activity or security incident to HR or IT immediately.
- Keep desk clear of sensitive documents when leaving your workstation.
- Do not install unapproved software on company devices.
- Violations may result in disciplinary action up to and including termination.
Workplace Policies
- Personal relationships: Must be disclosed to HR if they create a conflict of interest or affect work responsibilities.
- Moonlighting / Side work: Prior written consent from manager, HOD, and HR required before taking secondary employment.
- Smoking: Strictly prohibited inside any ADS office or facility.
- Alcohol & drugs: Not permitted during work hours or on company premises.
- At client sites: Smoking, alcohol, tobacco, and pan/gutkha are strictly prohibited.
Policies
Leave Policies
All leaves reset every Nepali calendar year (Baisakh to Chaitra). Apply through the company HRIS.
Leave Summary
| # | Leave Type | Days / Year | Who | Paid? | Encashable? |
|---|---|---|---|---|---|
| 1 | Annual Leave | 12 | All (except freelancers) | Fully Paid | Yes (T&C) |
| 2 | Sick Leave | 12 | All | Fully Paid | Yes (T&C) |
| 3 | Maternity Leave | 98 (60 paid + 38 unpaid) | Female | 60 Days Paid | No |
| 4 | Paternity Leave | 15 | Male | Fully Paid | No |
| 5 | Mourning Leave | 13 | All | Fully Paid | No |
| 6 | Menstrual Leave | 8 (max 2/month) | Female | Fully Paid | No |
| 7 | Public Holidays | 18 (may vary) | All | Fully Paid | No |
| 8 | Substitute Leave (Lieu) | Equal to days worked | All | Fully Paid | No |
| 9 | Festival Leave | Varies (see policy) | All | Case by Case | No |
Application Notice Periods
| Duration of Leave | Notice Required |
|---|---|
| 1 day | 3 working days in advance |
| 2–3 days | 7 days in advance |
| 4–7 days | 21 days in advance |
| 8–15 days | 45 days in advance |
| More than 15 days | 60 days in advance |
Individual Leave Details
Annual
Sick
Maternity
Paternity
Mourning
Menstrual
Public Holidays
Substitute
- All employees (except freelancers) entitled to 12 days per year, pro-rated for mid-year joiners.
- Eligible to use after completing one month of employment.
- Two half-day leaves = one full-day leave.
- Unused days paid out at year-end based on basic salary.
- Cannot be taken during the notice period. If approved, treated as unpaid.
- All employees entitled to 12 days per year, pro-rated for mid-year joiners.
- Must inform manager at least 2 hours before shift start if unable to attend due to illness.
- Medical certificate required if sick for more than 3 consecutive days. Failure to provide = unpaid leave.
- Unused sick leave paid out at end of year.
- 98 days total: first 60 days fully paid, remaining 38 days unpaid.
- Additional one month of unpaid leave available with a doctor's note.
- Must inform manager at least 3 months in advance of intended start date.
- Available twice during employee tenure. Cannot be paid out if unused.
- 15 fully paid days available to male employees (expecting fathers).
- Must inform manager at least 2 months in advance.
- Available twice during employee tenure. Cannot be paid out if unused.
- Up to 13 fully paid days in the event of death in the immediate family (parents, spouse, in-laws).
- Death certificate and proof of relationship may be requested for verification.
- Cannot be paid out if unused.
- Up to 8 fully paid days per year for female employees.
- Maximum 2 days per month. Cannot be accumulated or carried forward.
- Cannot be paid out if unused.
- All employees entitled to paid public holidays. Total list announced annually at start of Baisakh.
- Includes: Nepali New Year, Janai Purnima, Teej (women only), Dashain (7 days), Tihar (4 days), English New Year, Maghe Sankranti, Holi, International Labour Day.
- Cannot be paid out if unused.
- Employees who work on Saturday or a public holiday with prior written approval are entitled to equal substitute leave.
- Must be used within 60 days (or 6 months if working at a client site). Expires after this period.
- Cannot be paid out if unused.
Policies
Code of Conduct
Standards of behavior expected from all team members at ads! digital.
Do's & Don'ts
Expected Behaviors
- Treat all colleagues with warmth, kindness, and respect
- Be honest and transparent in all work and interactions
- Support teammates and contribute to their growth
- Actively contribute to a safe and inclusive workplace
- Report workplace accidents and safety issues immediately
- Follow dress code: business casual on regular days, formal for meetings, casual Fridays
- Secure login credentials and protect company data
- Represent the company positively on social media
- Participate in training programs to improve skills
Prohibited Behaviors
- Violence, threats, or intimidation of any kind
- Harassment — verbal, physical, or online
- Discrimination based on race, gender, age, religion, disability, or political views
- Sharing offensive, inappropriate, or harmful content
- Smoking inside any ADS office or facility
- Alcohol or drug use during work hours
- Unauthorized sharing of confidential company or client data
- Gossiping, insubordination, or creating a hostile work environment
- Posting confidential or negative content about the company online
Numbered Rules
Anti-Discrimination & Harassment
ads! digital has zero tolerance for harassment, bullying, or discrimination in any form. This applies to all employees regardless of role or seniority. Violations result in immediate disciplinary action up to termination.
Treating someone unfairly based on race, gender, age, religion, disability, sexual orientation, or any other personal attribute.
Any unwelcome behavior — verbal, physical, or online — that causes a person to feel threatened, embarrassed, or unsafe.
Repeated, mean-spirited behavior intended to undermine, humiliate, or intimidate a person or group.
Document the incident (date, time, people, description) and report in writing to the HR Head immediately. All complaints handled confidentially.
Operations
Operations SOP
Standard Operating Procedure v1.0 — From first client contact to final invoice. Confidential.
Operations
Checklists
Interactive daily, weekly, and monthly task checklists. Check off items as you go. Copy to clipboard for offline use.
Resources
Letter Templates
Copy-paste ready templates. Click any letter on the left, then click Copy Template to use.
← Select a template to view