HR Policies, Procedures and SOP

Effective from: - 01st April, 2023

Ms Pratibha Sharma Mr. Chandraprakash Joshi

VP- HR CEO

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 PREFACE

This Induction Manual contains an overview of Introduction to company, Objective Founding Members, Key members, Product & Services, Policies, Procedures,
Rules and regulations of the Company notified from time to time. Through this manual we have endeavored to put together, all the will which will be followed
in letter and spirit. This Induction Manual is effective from 1st April, 2023.

This manual is a dynamic document and may be reviewed and changed from time to time at the discretion of the Management. The manual is not just a
compilation of information on all information of the company; it also spells out the responsibilities of the team members towards the organization.

Let us all strive to achieve the goals of the organization within the laid down framework.

This manual is meant for internal use only and will be available to all team members by the Human Resource Department for reference. Copies or circulation
of any nature of this manual is not permitted.

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 FROM THE CEO’S DESK

At ixamBee., our people represent our strongest sources of growth and sustainable competitive advantage.

We aspires to be the best place for work, where employee delight and their career growth are given high importance while achieving organizational goals. We
are very proud that our team members play the most vital role in ixamBee’s growth. We hold our team members in high esteem.

We focus on empowering team members and creating ownership. We motivate team members and give them free hand to ideate, innovate and scale. We
don’t believe in micromanagement but manage by MIS. The company is committed to providing conductive environment for its team members so as to
optimize their potential and to enable them to be at their productive best.

We have formulated the policies and at the sole discretion of the Management the policy can be modified in whatsoever manner, or be completely/partially
withdrawn, at any time, depending on the business situation of the Company.

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 INTRODUCTION

WORKING HOURS POLICY

To maintain discipline regarding the time at which team members report to work and for team members to put in a best effort of being productive during
working hours in a day.

Team members are required to work Monday to Saturday in a week. (Exception during the need of Business).
(1st and 3rd Saturday is Official Off), Sunday will be off (exceptions during the demand of Business).

All the team members are expected to work for a minimum of 9 hours per day with 30 minutes of lunch break and 15 minutes each- Tea Break in Morning &
Evening

The work timings for the shift are 10:00 AM to 07:00 PM (Noida Office and Work From Team members) & 9: 00 AM to 6:00 PM (Dehradun Office).

For taking half days

 In case if an employee leaves before 2:30 PM or serving less than or equal to 4.5 hours will be considered as a half day.
 For taking the first half of the Shift off the employee needs to come to office latest by 2:30PM.
 For taking the second half of the shift off the employee can leave office any time after 2:30 PM.

FLEXI WORKING HOURS POLICY

Full-time employment is based on an average of 8 hours of work daily. Exact working hours and days do vary according to department needs. Your
manager / concerned Head will inform you of your schedule or any change in schedule.

1. An employee needs to work for minimum 8 working hours in a shift for a Full Shift Present.

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 2. Team members reporting Late to office shall be marked half-day absent a Noida and Dehradun Office
3. A Habitual Late Comings or joining morning calls late shall be noticed and Informed to respective RM and an appropriate action shall be taken by
HR Authority.

LEAVE POLICY & HOLIDAYS

PURPOSE

Leaves guidelines, which may be used for reasons including vacation, sick days, and other personal matters.

ELIGIBILITY (Full Time Employees Only), Not Eligible for Consultant, Part Timers/Contractual Employees

1. Employee will be entitled for both Sick & Casual Leaves from the first day of his/her joining. Sick & Casual Leaves will be credited after completion of
every attendance cycle (i.e. after last day of every month).
2. Employee will be entitled for 1.25 Earned Leaves after completion of every month.
3. Employee cannot take leaves during the “Notice Period”.
4. Employee who has completed 90 days in service shall be added with Earned Leaves Quota

The Leave entitlement shall be calculated on Calendar Year basis (01st January to 31st December).

Earned Leave (EL) 15 days Accumulation Permitted

Casual Leave (CL) 08 days Accumulation Not Permitted
Sick Leave (SL) 04 days Accumulation Not Permitted
Restricted Leaves (RH) 02 Days Accumulation Not Permitted
Birthday Leave 01 Day Accumulation Not Permitted
Compensatory Off As per the number of additional days worked, Accumulation not permitted.

While all the contingencies cannot be planned, an employee should plan the ones for which he/she is taking leave so that the company can make adequate
arrangements to cope with his/her absence.

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SCOPE

This policy is applicable to all employees from their date of joining.

PROCEDURE FOR AVAILING LEAVES

 An employee should apply their Leaves through HR Portal asking / requesting for a leave stating the reason of taking the leave and the nature of the
leave requested and this should be approved by Reporting Senior.

 All duly sanctioned leave applications must be approved by the Reporting Managers over HR for updating the record failing which the HRD shall treat
the employee as absent and shall make the payment of salary accordingly.

 If number of day’s leave applied for is more than 15 days, the same should be approved by the both Reporting Manger and HRD. HRD holds full rights to
accept or reject Leaves.

 Any one, who is absent for three days or more without any information, shall have to give a written explanation of such act and shall be liable to
appropriate disciplinary action.

 In case, further extension of EL is needed subsequent written approval has to be obtained within three days of the expiry of leaves.

 In case of prolonged illness, employees are expected to keep their Manager/ Reporting Superior informed at regular intervals of their condition and their
anticipated date of return to work, so that work may be properly scheduled or reassigned.

 The HRD will maintain Leave Record in respect of all the employees.

 Any unauthorized leave would be treated as absenteeism and shall be viewed seriously and result in Loss of Pay.

 It is the discretion of HRD to allot leave and the HRD has every right to recall the person who is on leave.

CASUAL LEAVE (CL), SICK LEAVE (SL) & RESTRICTED LEAVE (RH)

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 CL is granted/ availed to cover unforeseen circumstances, personal business, and SL is granted/ availed to cover sick days, medical treatment or
recuperation.
 All employees are eligible for 08 days CL and 04 days SL per Calendar Year.
 CL / SL are credited after completion of every Monthly Attendance Cycle to the employee’s leave account on 1st of every Month.
 Maximum number of consecutive days for which CL can be availed at a time is 3(Three) days and should be applied 3 day’s prior of availing.
 For availing SL of 3(three) days or more the employee shall have to produce certificate from Registered Medical Practitioner, Nursing Home or Hospital
or Doctor’s Prescription.
 CL/SL cannot be accumulated or en cashed but can be combined to apply.
 At least 7 days of advance notice is required to avail RH. Employees should plan their RH during lean periods of the business of concerned divisions.

EARNED LEAVE (EL)

 Employees are eligible for 1.25 EL after completion of every month of employment.
 EL Leaves are applicable post 90 days of employment tenure completion.
 All team members are entitled for 15 days EL per year which is calculated on a pro-rata basis from the date of joining.
 At least 7 days of advance notice is required to avail EL. Employees should plan their EL during lean periods of the business of concerned divisions.
 Out of the total EL earned and not availed by an employee during a year, a maximum of 10 EL will be credited to the individual’s EL account.
 Only 10 unused EL leaves will get carried over to the next calendar year up to a maximum of 45 days only.
 EL may be prefixed or suffixed to holidays/weekends. Intervening holidays/weekends will not be included in the leave. (Weekends and holidays will not
be counted as part of leave).
 Minimum number of consecutive days for which EL can be availed at a time is 7 (Seven) days duly approved by RM .
 No EL shall en-cashed at the time of Full & Final settlement for Confirmed Employees at the time of Exit on basic salary.
 In case an Employee exhaust his/ her all SL & CL in that case employee can avail his/her EL.

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 LEAVE WITHOUT PAY

Leave without pay is granted to an employee at the discretion of the Human Resource Department (irrespective of all the leaves have been exhausted or
not). During such leave, the employee is not entitled to any pay or benefits but retains the job. This leave is with prior written approval. Any
unauthorized/unapproved leaves taken will be without pay.

COMPENSATORY LEAVE / COMP OFF

 The team members shall be allowed to take leave on any working/holiday/weekly offs day, on which he/she had worked. The request by the employee
to grant him/her the Comp Off will only be approved by the Reporting Senior subject to the availability of the resources. The employee will be granted
Comp Off considering the number of hours that he/she had worked for.
 No compensatory off will be entertained during the Notice Period.
 Comp off should be availed within next 30 days from the date he/she had worked on any holiday or off day. It will lapse automatically if not availed
within the given time frame.

MATERNITY LEAVE

As per the new Maternity Benefit Act 2016, the pregnant working woman is entitled up to 26 weeks maternity leave. The lady can avail maternity leave for
a period of extending up to a maximum of 15 Days before the expected delivery date and approximately 90 Days after the childbirth. However, it completely
depends on the choice of the woman and circumstances.

Eligibility for Maternity Leave

1. You must have been working as an employee in the organization for at least 3 Years to avail the Basic Paid benefit post approval from
Management
2. You can avail the benefits only for the first child only.
3. The managers and HRD should be informed within 12 to 15 weeks of conception to avail maternity leave benefits.
4. You should not be pregnant at the time of joining the services, giving maternity benefits in such cases depends on the decision of
the organization.

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 PATERNITY LEAVES

Males can avail 15 days of paid Paternity Leaves as per the Paternity ACT Benefit 2016

ANNUAL HOLIDAYS

List of annual holidays and Restricted Holidays for each calendar year are uploaded on HR by HRD for the 2023-24

National Holiday
S No. Date Day Holiday
1 26-Jan-23 Thursday Republic Day
2 08-Mar-23 Wednesday Holi
3 07-Apr-23 Friday Good Friday
4 22-Apr-23 Saturday Id-ul Fitr
5 15-Aug-23 Tuesday Independence Day
6 30-Aug-23 Wednesday Raksha Bandhan

7 02-Oct-23 Monday Mahatma Gandhi Jayanti

8 24-Oct-23 Tuesday Dussehra

9 13-Nov-23 Monday Govardhan Pooja

10 14-Nov-23 Tuesday Bhai Dooj

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 Restricted Holidays
S No. Date Day Holiday
1 18-Feb-23 Saturday Maha Shivratri

2 07-Apr-23 Friday Good Friday

3 14-Apr-23 Friday Vaisakhi
4 05-May-23 Friday Budh Purnima

5 29-Jul-23 Saturday Moharram

7 06-Sep-23 Wednesday Janmashtmi

Karaka Chaturthi
8 01-Nov-23 Wednesday
(Karva Chouth)

9 15-Nov-23 Wednesday Bhai Duj

10 25-Dec-23 Monday Christmas

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 CODE OF CONDUCT

Every employee is expected to maintain the highest standards of conduct at all times and conform to both the company regulations and high standards of
conduct. Any employee committing any breach of rules and /or company practices will be subject to disciplinary action. Every employee is required to
comply with any written or oral instruction received from the Directors, Managers or other employees to whom the employee reports to, or who has been
given the authority for the said purpose.

Work from Home Employees- Code of Conduct

 Your drive your own workplace, keep it neat, clean and Organized
 Choose a quiet and distraction-free working space.
 Have an internet connection that’s adequate for their job.
 Dedicate full attention to the job duties during working hours.
 Ensure you don’t have a digital fatigue with the screen time increase, this might result in delivery of your sessions
 Adhere to break and attendance schedules agreed upon with their mentor/RM

EMPLOYEE INFORMATION POLICY

EMPLOYEE RECORDS

The employees are duty bound to inform the Human Resources Department (HRD) about the changes in their personal status from time to time, so that the
company records are regularly updated on HR Portal

 Residential Address
 Telephone number/s- Residential and Mobile
 Additions to educational profiles
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  Marital status
 Dependents
 Academic records
 Emergency Contact Details

In case if the above information was not given at the time of joining this should be given to the HR department as soon as possible.

EMPLOYEE INFORMATION CONFIDENTIALITY

The HRD maintains all employee personnel files.

To protect employee privacy and assure that no one misuses the information, only those with valid business reasons may see personnel files. Reporting
Superior considering an employee for a task/project may review files in the HRD.

Only the HRD is authorized to release information on employees for credit or reference checks.

RESOURCE USAGE POLICY

On an individual basis team members are to adopt 5 green habits which save costs of the Company.

 Employees should put off the lights, fans, air conditions when not required or not in use or they see it being wasted.
 All team members must put off their workstations, printers, scanners, as applicable after a certain time when its drawing idle electricity and keeping
it powered on is a waste.

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  All team members must put their workstations on hibernate if the idle time is less than one hour.
 Unnecessary paper waste is to be curtailed by printing when only absolutely necessary
 To Lock Systems when leaving workstations.
 Before leaving your workplace manages your chairs and table professionally.

STATIONERY & OFFICE REQUISITES

 Administration Department shall be responsible for providing office supplies, stationery items and other connected requirements.

 Visiting cards will be provided by Administration Department to the personnel if required as per the job profile on approval of the Reporting Superior.

Computer Usage and IT Communications Policy

Policy Outline

The following policy defines the guidelines for proper & responsible use of IT facilities provided to team members to carry out their duties.

Internet Usage

Internet access within the company is granted for official work only. Do not access, download, redistribute, or copy using the company’s system
(or, on equipment provided by the company) any site which could be regarded as:
Offensive or Obscene Material (including pornographic)
In bad taste or immoral
Containing extreme or hate speech
Gaming
Relating to illegal drugs/criminal skills/cults

The company reserves the right to monitor and record employee’s Internet usage, sites visited and attempts to access prohibited websites on an
ongoing basis, or as part of any specific investigation. Such monitoring ensures compliance with this Policy.

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User Accounts / Passwords

Passwords are specific to user accounts. Under no circumstances, an employee should communicate this password to anyone.

To ensure that all data is secured, employees must lock their workstation before leaving their desks. If, however, any employee is unaware of the
mechanism, they should contact their Line Manager

Computer/Laptop/Pen Tab

Assets provided by Ixambee to employee shall be used for official purposes only. In case of any damage, employee shall be responsible for the
repair charges incurred.

Employee who are leaving the organisation are required to submit the assets in proper working condition. Any damages shall be adjusted in Full
and Final Settlement

REIMBURSEMENT POLICY

It is the Ixambee policy to have proper system for reimbursement of expenses incurred by employees related to their work.

Principles

Each employee is entitled to reimbursement of all necessary expenses, incurred in direct connection with his/her work
Receipts must accompany the reimbursement claims
Expense claims must be submitted in accordance with these regulations. Each employee is responsible for the correct submission of his/her
expense claim
Managers/HOD are financially accountable for expenses incurred by their staff and responsible for ensuring that claims and receipts are
submitted in accordance with the provisions

Rate Card
Two Wheeler: 4 Rs Per KM
Four Wheeler: 10 Rs Per KM

Submission and Approval of Expense Claim

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  Claims must be submitted using the Company’s Official “Travel Expense Statement” Form
 The Travel Expense Statement is to be filled in within three (3) days of return from official travel
 All original receipts must be submitted with the form
 Each employee is responsible for submitting his/her expense claim. Should in an exceptional case, expenses
incurred on behalf of other persons be included in the claim, their names must also be mentioned on the
form
 In case actual expense route is availed, receipts are to be provided for all expenses.
 The exceptions will only be in case of local conveyance. However, it is expected by employees to provide
receipts for the same to the extent possible
 The employee’s direct reporting manager must sign/approve on expense claims before reimbursement can
be made
 The person submitting the claim is responsible for the validity of the claim, while the person signing and
authorizing it is responsible for checking the material adequacy and accuracy of the content
 All Airfare ticketing for team members travelling for official purposes shall be issued and borne by Ixambee.

The reimbursement is to be claimed on a monthly basis, team members need to submit the Conveyance Reimbursement Form after approval
from their Line Manager/HOD to the HR/Accounts Department by 30th/31st of each month. Approved bills will be reimbursed within 15-20 days
of each succeeding month. Bills submitted post 60 days of actual date shall not processed for clearance.

PERFORMANCE APPRIASAL POLICY

OBJECTIVE

 To create a performance-oriented culture in the company which is beneficial to the team members and the business as well.

 To ensure that any Reward, Benefit and Increment system is performance based and motivational to team members.

 To encourage and support learning and development by identifying the scope and need of the same for the improvement of the KRA’s of the individual
Candidate.

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  This includes change in designation, change in salary, the department, location including movement into or from office to WFH.

 Principle: Promote meritocracy by evaluating “performance” and “potential”

PROCESS

(a) Confirmation Review

Confirmation of service of an employee or the extension of probation period should be reviewed and conveyed by HRD Only. New Employee Joining the
organization should expect the confirmation letter from HR.

(b) Monthly Rating Process

Leaders/RM are required to evaluate, fill and submit their reportee’s performance rating sheet on regular monthly basis
Rating will be shared by HR post proper evaluation and feedback received from Leaders
(c) Annual Review
Management will ensure that all the employees are covered in the Annual Performance Process. Department HOD’s will cover all team members under
the scorecard which will be reviewed every month

Annual Appraisal of all the confirmed team members will be done only once a year on the basis of their score cards.

Performance appraisal activity is to be done with transparency & in complete confidence of the employee being appraised.

Your reporting authority shall also be taking weekly and monthly reviews.

WRITTEN IMPROVEMENT PLAN

NON PERFORMING CANDIDATES

Candidates who are not able to perform in their assigned roles and responsibilities the Manager/ RM will have to assess the reasons of the non-performance
and if the situation demands then to improve performance, he/she is to take the necessary actions. If there is an opening in the Company for another role a
job rotation may be explored if deemed fit after Interview from the New Reporting Manager and HRD.

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Following the review period, should an employee's performance still not meet the required standard, a further meeting will be arranged between the
employee, the relevant Manager/ department head and HRD at that meeting, the following will be raised:

 The required standard of performance

 The way(s) in which the employee is not meeting the required standard(s)
 The required improvement, along with a period in which the employee should demonstrate the improvement (again, this will not usually be longer
than 1month)
 Offer assistance to help improve the performance
 The Improvement Plan form is discussed, agreed upon and signed by the appraiser and the employee.

At the end of the review period the employee will be given an opportunity to address the reasons for poor performance, and matters raised by the employee,
if found satisfactory, will be considered. Following such a meeting, unless the employee's explanation of poor performance is reasonable and acceptable to
the appraiser, the management will proceed with disciplinary action as prescribed by law.

A copy of the notes of the meeting and the Improvement Plan will be placed in the employee's personnel & shadow file.

Such a meeting may occur prior to the expiry of the agreed review period when the employee's performance has declined since the verbal intimation.

EXIT POLICY

To provide guidelines to be followed when the employee leaves the company either due to Resignation or Termination. This is to ensure that both
parties have all issues tied to mutual satisfaction in a fair manner.

TERMINATION OF SERVICE/RESIGNATION

During probation period and / or extended period of probation, every employee is liable to be terminated at any time without any notice or assigning any
reason(s) thereof basis performance/attendance/Integrity issues or any such reason.

On confirmation, services of employee can be terminated by giving one month’s notice, or by payment of one month’s basic pay in lieu thereof. For disciplinary
cases, no payment or notice period is required.

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Employee basis their tenurity in the system are required to serve their notice period for Manager and above its 90 days and below its 30 Days month notice
or else basis the performance/availability of another replaced resource and management discretion.

It is the sole discretion of the management to accept the notice period served by the departing employee and decide the relieving date before expiry of such
notice period. The Organisation shall not be under any obligation to pay for the non-served notice period.

PROCESS OF RESIGNATION

The mail /letter have to be your respective RM marking HR in loop of the email. Written acceptance of resignation will be given to the employee clearly
specifying the date of relieving by HR Department. All departing employees are required to hand over his/her assigned responsibilities to the designated
person and get a confirmation from him/her that all job responsibilities have been handed over to the satisfaction of the line manager. During the notice
period the employee is not liable to take any leaves else it shall be be considered as LOP

All formalities including exit interview and Reliving Letter shall be done on the last day of exit.

Within 45 Days the FNF settlement shall be done

RETIREMENT

Employee shall retire from service of the Organisation on attaining the age of superannuation fixed at 56 years. However, the retirement age may be changed
from time-to-time by the management. To determine age of retirement, the official record of age available with tshall be treated as final. However, fresh
arrangement can be made to avail the service of the retired employees on consultancy basis on terms fixed by the management, which will be at the sole
discretion of the Management.

GENERAL POINTS TO REMEMBER

The following are actions required by all team members. Failure to conduct oneself in such a manner will constitute violations of Company rules of conduct
and may result in disciplinary action, up to and including immediate termination of employment.

Team members are required to:

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 1. Perform work assigned by their Manager/ Reporting head and carry out the Instructions.
2. Perform work with care and diligence.
3. Have good attendance and timekeeping. Comply with the attendance policy and the guidelines.
4. Pay attention to the job and make good use of time.
5. Observe assigned work schedules and restrict personal work to personal time.
6. Maintain and/or submit accurate and genuine records and/or documents.
7. Be honest.
8. Ensure as far as possible that business phones, meetings photocopiers and Internet services are used for business purposes. Where a telephone is
required to be used for a personal call, please ensure that the call is brief.
9. Repeat only that information which is true and free for discussion.
10. Use language and behavior that is respectful and polite to clients, customers, management employees and fellow employees.
11. Conduct yourself in an orderly fashion to ensure fellow employees are not distracted while trying to carry out their work.
12. Read the Company intimations sent to you via email regularly.
13. Comply with all Company Policies, procedures, rules and regulations.
14. Take only those actions that are in the best interest of Ixambee

In addition to the above, there are certain actions which will NOT be tolerated by Ixambee:

1. Possession of any weapon, anywhere on Company property

2. Fighting/riotous behavior on Company premises.
3. Gambling/engaging in trade on Company premises.
4. Smoking, drinking or having drugs on Company premises.
5. Willful insubordination or disobedience.
6. Refusal to work.
7. Intentionally hanging up on a client/customer.
8. Theft, tampering, fraud or dishonesty in connection with business or property.
9. Disclosing confidential information to unauthorized persons.
10. Breach of Safety rules, refusal to adhere to safety instructions.
11. Use of Internet to access web sites such as pornography etc. in cyber computer or use of internet on the floor for personal use.

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 Internal Job Posting

Eligibility

This includes change in the department, re-location including movement into or from office to WFH.

1. Employees are eligible for inter department transfer basis their completion of 2 years of continuous service with exceptional rating.
2. Respective RM to submit the case to HRD with her/his recommendations.
3. HRD to decide including the change, if any, in the job profile, compensation, working hours, etc post the Successfully Interview conducted by HR and
other Department Head.
4. HR shall understand basis the business requirement and extant policies of the company. If everything in order the HRD to communicate the decision on
email.
5. HR to send email to the employee communicating the transfer with all terms & conditions. It may also require to share a fresh offer letter / employee
agreement, for which HR will take care.
6. In case of employee requested transfers, no expense will be borne by the company. If the transfer is initiated by the management, travel expenses (one-
side 3 AC train ticket or equivalent) will be provided by the company.

POLICY ON SEXUAL HARASSMENT

To enable employees of the company to raise concerns internally and at a high level on incidences of sexual harassment and to ensure that discourage,
deter and prevent any incidence of sexual harassment. To ensure that any incidence involving sexual harassment of any nature is dealt with appropriately,
sensitively and expeditiously in compliance with the guidelines laid down by the Hon‘ble Supreme Court in various pronouncements while dealing with
issues related to sexual harassment.

ELIGIBILITY

This policy applies to all permanent employees, contract employees, trainees and volunteers working for the company.

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POLICY

DEFINITION OF SEXUAL HARRESMENT

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature including
any form of communication when:

1. Submission to such conduct is either explicitly or implicitly made a condition for an individual’s employment, career advancement, promotion, a factor
in performance evaluation etc.
2. Submission to or rejection of such conduct by the company is used as the basis for employment decisions affecting you (hiring, promotion,
termination).
3. Such conduct is unwelcome to the person to whom it is directed or to others directly aware of it.
4. Such conduct is sufficiently severe, persistent and pervasive enough to interfere with one’s work performance or creates an intimidating, hostile or
offensive working environment.

Sexual harassment includes the following:

1. Unwelcome sexual advance, requests for sexual favors, indulging in display of sexual visuals, sexual audios, pornographic or obscene material and any
other verbal or physical conduct of a sexual nature.
2. Transmission of any message via mail, telephone, e-mail etc. which is obscene, lewd, suggestive or blatantly sexual in nature.
3. Consistent pattern of unnecessary physical contact, staring or targeting unreasonable attention by/of an individual in day to day dealings.
4. Sexually charged jokes or remarks and behavior which have sexually oriented innuendos.
5. Adverse consequences where the victim objects to the conduct aforementioned. This is an indicative but not an exhaustive list of possible forms of
sexual harassment.

GUIDELINES

1. Company Approach on Sexual Harassment

1.1 The Company prohibits any form of sexual harassment in the way team members behave with each other. This applies equally to relations between
superior and subordinates as well as between peers. Any incident of sexual harassment will be viewed extremely seriously. A complaint or report
of sexual harassment will be immediately investigated and appropriate action will be taken against the offending employee or employees. Such
action will depend on the nature and seriousness of the offense and will include strict disciplinary action including termination of service.

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 1.2 The company has made suitable arrangements in order to provide a safe, healthy working environment for the employees. The premises where
employees work for the company maintain good sanitary conditions. All team members are entitled to leave as per the leave policy of the
company, on working days all employees are expected to adhere to the work timings. The leave entitlement and the work timings provide are
sensitive to the needs of all team members irrespective of gender etc.

2. Procedure for disclosure, enquiry and disciplinary action

2.1 All allegations of sexual harassment will be promptly investigated by the Complaints Committee as constituted by the Management. Currently, it
comprises of the following permanent members:
a) HRD
b) Selected Members

Committee Members
o Ms Arunima Sinha
o Mr Sandeep Singh
o Ms Pratibha Sharma
o Ms Namrata Sharma

The committee may be reconstituted from time to time; however, care would be taken that the committee is comprised of predominantly women.
Under no circumstance any individual accused of sexual harassment shall be part of the committee. The committee may seek the advice of an
independent person/NGO who it feels will be able to provide special assistance to the Committee in dealing with such issues. A written mail to
[email protected] for Dehradun Employees or [email protected] for Noida Employees needs to be shared to process your
request.

2.2 Any employee who experiences sexual harassment can get in touch with any member of this committee. Alternatively, the affected employee
may approach any senior member of the organization and such senior member will be expected to inform a member of the committee
immediately. All such complaints shall be in writing with full details of the incident. The complaint should be made within reasonable time of the
occurrence of the incident latest in a two months’ time. The committee will also probe any anonymous reference related to sexual harassment.

2.3 On receipt of such a complaint, the panel will immediately arrange to fully investigate all relevant details of the matter. It will do so with all possible
care, sensitivity and discretion in protecting the sensibilities of the affected employee. The employee or employees, who have allegedly committed
the offence, would be given all reasonable opportunity to be heard by the panel. The anonymity of the victim and the complainant will be protected
to the extent possible.

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 2.4 The result of this investigation will be formally recorded and communicated to the along with a recommendation for appropriate action.

2.5 The panel will normally complete this process and make its formal recommendation within 21 (Twenty-one) days after receiving the complaint
unless there are exceptional circumstances.

2.6 Necessary action will then be taken with regard to the offending employee or employees based on the circumstances and seriousness and
frequency of the offence. Any of the following disciplinary actions may be opted: oral warnings/written warnings/ suspension with or without pay/
transfer/ termination.

2.7 The Company will ensure that the career interests of the complainant are not adversely affected by virtue of the individual having drawn attention
to such an offence.

2.8 In order to ensure that this important matter is not trivialized, any complaint, which, in the opinion of the panel is blatantly false or frivolous or
has been motivated by reasons that are clearly unconnected with gender issues, would be viewed very seriously by the company and appropriate
action taken against such complainants.

HRD and reporting head at all company locations will also be expected to be sensitive to any circumstances or behavior among their colleagues
which appear to go against the company policy on this matter. In case they become aware of any such incidence, they will immediately inform the
panel and take appropriate action as advised.

GRIEVANCE REDRESSAL POLICY

This Policy aims to set up a mechanism that empowers employees to report any of their grievances at the workplace without any fear of victimization and
reprisal. Every complaint registered under this policy will be handled with utmost care and confidentiality.

Applicability & Scope

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This Policy is applicable to all employees. However, any complaint, covered under the purview of “The Whistle Blower Policy" or "The Gender Neutral Work
Place Policy", will be redressed under the mechanisms of the above mentioned Policies.

Definitions

1) Grievance means any complaint related to

The terms and conditions of employment which are not resolved by the Head of the Department.
Any unacceptable practice, behavior or language which is socially not acceptable. Fairness in implementation of company rules, policies etc. Any issue
with Supervisors.
However, any complaint questioning the rules, regulations and policies framed by the company will not constitute as Grievance.

2) Investigating Team: - A team formed to investigate the complaint lodged under this Policy.

3) Grievance redressal Committee: - A Committee formed to evaluate the report submitted by the Investigating Team and decide an appropriate action.

Mechanism

Any aggrieved employee (complainant) should write to the HRD. Alternatively, team members can also write in their grievance to Head of the particular
Department or HRD with the subject line “Grievance", mentioning required details like Name, Employee Code, Designation, and Location with a description of
the complaint and how the situation is affecting the individual or the business.

Anonymous complaints will not be entertained. At the same time, utmost care will be taken to maintain the confidentiality of the identity of the team members
who raise their concerns through this forum. Complaints with malicious intentions or with an intention to or seeking deliberately to affect the reputation /
character of an individual, will be dealt with strictly, by initiating disciplinary action including termination, against a complainant.

Once the grievance is appropriately registered, it will be acknowledged within 7 days working days. Depending upon the nature of the grievance he will
determine the constitution of the Investigating Team and the Grievance Redressal Committee in consultation with an official from the senior management
team or the board of directors as may be deemed fit by the organization.

For complaints from the HRD will be a part of the Investigating Team. No Team member will be from the department of the aggrieved employee or from the
department of the employee against whom the complaint is lodged. This Team will submit its report to the Grievance Redressal Committee within 15 working
days from the date of the complaint.
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The Grievance Redressal Committee will review the report submitted by the Investigating Team and will give its decision on the complaint. The Committee will
also decide on taking appropriate action on the complainant if it is found that the complaint is frivolous or malicious in nature. Decision of the committee
member will be communicated to the HR Department, who in turn will communicate it to the complainant.

The Committee will decide a suitable course of action (indicative list given below)

 Counseling an Employee
 Issuing a warning to an employee/s
 Stoppage of annual increments
 Transfer of an employee/s
 Demotion of an employee
 Discharge or dismissal of an employee

Please write back to [email protected] for any concerns further.

Thank You!

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