HR Policy

IDBI Intech ltd

HR policy
1 2 Preface Grade 3 Contract of Employment 1 2 3a 3b 3c 3d 3e 3f 3g 3h 3i 4a 4b 4c 4d 4e 4f 4g 4h 4i 5a 5b 5c 5d 5e 5f 5g 5h 5i 5j 5k 5l 5m 5n 5o 5p 6a 6b 6c 6d 6e Employment Application Selection and Recruitment Transfer and Re-assignment Probation Permanent Employee Resignation Termination of employment Other employment Retirement Expectations Personal Files Personal Data Changes Identity Card Professional Ethics Our Values Reimbursement for relocation on joining Organisation Initial stay Own arrangement of stay Professional and personal Conduct Dress code House keeping Power Saving Personal visitors Information Technology Internet/Intranet policy Usage of Illegal software Telephone usage Prohibition of smoking / use of drugs and alcohol Safety Security Personal Belongings Organisation Property Harassment, including Sexual harassment Whistle Blower Policy Office Hours Attendance/Punctuality Break periods Working beyond office hours and on Sundays and holidays Conveyance Reimbursement to attend to Business Meetings 3 4 5 5 5 6 6 6 6 7 7 7 8 8 8 8 8 9 9 9 9 10 10 10 10 11 11 11 11 11 12 12 12 12 13 13 15 15 15 16 16

Joining formalities

Code of conduct

Hours of Working, leave rules & Holidays

Grade wise hotel & subsistence allowance/ per-diem allowance Transfer

Travel rules

6f 6g 7a 7b 7c 7d 8a 8b 9a 9b 9c 9d 10a 10b 10c 10d 10e

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Compensation and benefits

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Human Resources Development

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Miscellaneous

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Holidays Leave rules Initial stay Own arrangement of stay Subsistence allowance Per-diem allowance Transfer at organisations instance Transfer at the request of employee Domestic travel Foreign travel rules Tour advances and expenses statement Car/taxi hire/local conveyance expense Salary Deductions from pay Salary revision and increments Cell phone reimbursement Deferred benefits - Employees Provident Fund - Employees Gratuity - Leave Encashment Other Benefits - Lunch Facility - Medical Benefits - Mediclaim Insurance - Executive Health Check-up Scheme - Tax Deduction at source - Professional Tax - Bond from Employees Performance Appraisal Career progression Training and Professional Development Modifications in HR Policy Suggestions Procedure for Handling Complaints Press Relations Breach of code of Conduct, Policies, Rules & Practices HR Helpline

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1. Preface

HR Policy is designed to acquaint Employees with IDBI Intech Ltd. (hereinafter referred as Intech) and provide the Employees with information about corporate philosophy, culture, policies, rules and practices, working conditions and benefits affecting employment. Information contained in the policy applies to all Employees. Abiding to the terms and conditions described in the policy, is considered a condition of continued employment. However, nothing in this Policy alters an Employees status. Contents of the policy shall not constitute nor be construed as a promise of employment or as a contract between Intech and any of its Employees. Policy is a summary of the Organisations policies, which are presented here only as a matter of information and guideline. All Employees are responsible for reading, understanding, and complying with the provisions in the policy. The Organisations objective is to provide the Employees with a work environment that is constructive to both personal and professional growth. This Policy supersedes all previous Employee Handbooks and memos that may have been issued from time to time on subjects covered in the policy. The Management reserves the right to interpret, change, suspend, cancel, or dispute with or without notice, all or any part of our policies, procedures, and benefits at any time. The Management will notify all Employees of these changes. Changes will be effective on the dates determined by the Management, and after those dates, all previous policies will be null and void. No other Employee other than from the Management has the authority to change policies at any time. If any Employee is uncertain about any policy or procedure, he is encouraged to speak with his direct Superior, Group Head or the HR Department. Rationale for Change The Organisation has been using an Office Manual that was created in the year 2006. Since then the Organisation has undergone tremendous change and growth. These quantitative and qualitative developments necessitated an update to that manual. Key Changes The Organisation has formulated a new set of policies. In some cases the existing policy has been retained and in some, changes have been made. Policy & Procedures Manual Intechs Human Resources Policy has been developed to facilitate implementation and clearly define its policies on Human Resource Management. The Manual provides guidelines and assists all employees in adhering to the same. The policies specified within are consistent with those of best practice management principles and have the full support and commitment of the Management of Intech. This policy supplements the Terms & Conditions of Employment as detailed in the staff contract of service agreement. The Organisation reserves the right to amend, delete or annex any terms and conditions of service as and when necessary. The Managing Director & CEO will approve all changes to the terms and conditions of service. These terms and conditions will, where applicable, be subjected to the provisions of any relevant Government legislation and its amendments.

The content of this policy is to be kept strictly confidential and is intended to be used as reference for the Organisation and the staff. These policies and procedures apply to all areas of operations within Intech, other than the call centre. Any doubt, suggestions or query concerning the content of this policy should be forwarded to the Human Resource Department. Notes The terminology, which will be frequently used throughout this manual, has been explained below for the purpose of consistency. Organisation means IDBI Intech Ltd. (Intech) An employee means a person in employment of the Organisation in any part of India. This includes permanent employee as well as trainee or probationer serving his or her period of training or probation. This does not include any temporary staff, casual workers, in case of misconduct by the employee. Customer means any individuals, corporate, or institutions serviced by the Organisation. Manual or Policy refers to the Human Resources Policy. Unless stated otherwise, the words imparting the masculine gender include feminine and words in singular include plural. The use of the word office implies the registered office, corporate office and branches. Family means spouse, children & dependent parents. The Board implies the Board of Directors of the Organisation. These service conditions apply to all employees including probationers and trainees working for the Organisation. 2. Grade The Organisation has an alphanumeric grade structure for the purposes of salary and perquisites. Alphanumeric grades are characterized by the titles allotted to them as below. Again each employee has a functional title devised by his Function Head / Business Head in line with the function he is handling. Alphanumeric grades are internal to the Organisation. They are person specific and have to be treated as confidential. Grade Junior Management Trainee/Management Trainee J1 J2 J3 J4 J5 J6 Middle Management M1 M2 M3 M4 Senior Management S1 S2 S3 CXO

3. Contract of employment Employment, Policies, Rules and Practices a. Employment Application The Organisation relies upon the accuracy of information contained in the employment application and the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment. b. Selection and Recruitment Selection and recruitment of Employee shall be made on an open competitive basis in accordance with the needs of the Management. Vacancies will be assessed based on the requirements and number of vacancies will be approved as per Delegation of Powers. The organisation may recruit candidates from Campus interviews, consultants, internal and external referrals, on-line applications, recruitment portals etc. Recruitment of Trainee Organisation may appoint fresh graduates / post graduates as Officer Trainees on contract of one year. On satisfactory completion of training, the trainees will be confirmed in the services of the Organisation, at its sole discretion, at the appropriate Grade. Similarly, Management Trainees will be directly recruited from premier management institutes identified by the Organisation, and will be on a contract of one year. All the above types of trainees during their training period will be given a consolidated stipend as decided by the Organisation. Recruitment process will comprise of Written Test, Group Discussion and Interview for junior positions, Group Discussion and Interview for Middle level positions and interview for senior positions. Once an applicant is successfully selected, he shall be given an offer letter signed by the Group Head- Human Resources or any other member authorized by the Management. Successful applicants, have to undergo a medical examination. All Employees have to submit original certificates along with photo copies to the Organisation before commencement of their service. Originals will be returned back immediately after verification. c. Transfer and Re-assignment An employee may be transferred, assigned or seconded from one department, location, branch to another or from one Organisation, subsidiary or associate Organisation to another, existing now or in the future, in India or abroad. He may also be required to undertake additional duties apart from the normal duties of the post to which he is appointed. An Employee may request for transfer from one working place to another, however, transfer of Employees shall be the prerogative of the Management and shall not be disputed. An Employee may be re-assigned, subject to performance of his duties and on the recommendation by his Superior and/or Departmental Manager. All recommendations for re-assignment shall be determined by the Management as and when required.

d. Probation All employees, other than Trainees & Management Trainees, are engaged on a probationary period of six months. After the successful completion of this probation period, employees are confirmed in the services of the Organisation. Only under extreme circumstances can this probation period be extended. This extension can be up to a maximum of another six months with the prior approval of Group Head HR only. e. Permanent employee A permanent employee is one whose appointment has been made permanent by confirmation of his services on satisfactory completion of the probationary period. f. Resignation. The following process is applicable: Clearance from Managing Director & CEO is mandatory for all group heads For all other employees, the Group Head heading the function has to give the clearance before HR makes the final settlement. For all employees working at other locations respective Departmental/Location Heads clearance is necessary before HR makes the final settlement. When a confirmed Employee intends to terminate his employment, he shall give the Organisation a written notice in accordance with the appointment letter. A confirmed employee is required to give three months notice and an employee on probation / training is required to give one month notice. Employees in the midst of an overseas assignment are required to give six months notice period. However, the Organisation, at its sole discretion may relieve an employee before the expiry of the notice period by accepting from him salary for the shortfall in the notice period or by paying him salary up to the date of relieving as the case may be. Notice pay for this purpose will be based on the Gross Salary of the employee. The Organisation at its sole discretion may consider adjustment of available PL balance (either full or part), towards shortfall in Notice Period. Notwithstanding the above, the Organisation may at its discretion relieve an employee without notice or salary in lieu of the same, if the business interest of the Organisation warrants so. Any Employee who terminates employment shall return all files, records, keys, and any other materials that are property of the Organisation to immediate Superior. Appropriate clearances are required before full and final settlement of dues is made by HRD. No final settlement of an Employees pay will be made until all items are returned in appropriate condition and proper sign off from appropriate authority is received. The cost of replacing non-returned items will be deducted from the Employees final settlement. If the deduction from the Employees final settlement is insufficient, the Employee is required to settle the outstanding before leaving the Organisation. Further, any outstanding financial obligations owed to the Organisation will also be deducted from the Employees final settlement. However once a notice is given, the Management reserves the right to prematurely terminate the employment under certain conditions such as Employees conduct with fellow employees and the Management. g. Termination of employment Though committed to a progressive approach to corrective action, certain rule infractions and violations of standards are grounds for immediate termination of employment. These include but are not limited to: theft in any form, insubordinate behaviour, vandalism or destruction of Organisation property, inadequate care of Organisation equipment, the use of Organisation equipment and/or Organisation vehicles without prior authorization from the

Management, untruthfulness about personal work history, skills, or training, divulging Organisation business practices, and misrepresentations of the Organisation to a contractor/supplier, a prospective customer, the general public, or an Employee, any act of misconduct, which in the opinion of the Organisation renders him unfit for service in the Organisation; Any information that he has made any wilful misrepresentation of facts regarding his personal or professional details at any point of time during his communications with the Organisation's selection panel. If the Organisation receives any information that he had, prior to joining the Organisation's services, committed any act of misconduct, which in the opinion of the Organisation renders him unfit for services in the Organisation If an employee continues to remain absent from work for a long duration without the prior sanction or information or giving any reasons for his absence to the Organisation, then the Organisation reserves the right to terminate his services. The decision in this matter will be solely at the Organisations discretion. The Organisation can terminate the services of an employee without assigning any reason as per the Individual contract of employment.

An employee is liable to be summarily dismissed if, at any time he is, in the opinion of the Management detrimental to the interest of the Organisation, or found guilty of misconduct or of wilful and persistent disobedience or fails to perform diligently duties assigned. h. Other employment Employees are not permitted to accept any employment, part-time or otherwise, or take interest directly or indirectly in any business activity likely to compete with those in which the Organisation or its clients are interested. They are required to devote the whole of their time, attention and ability to the business of the Organisation and to observe all rules and regulations, which are made applicable from time to time. i. Retirement Retirement age for any employee is 60 years. An employee will retire at the end of the month in which he attains 60 years of age.

4. Joining formalities a. Expectations On the day a new member joins, the following is expected out of the department head, the new member & HRD, and the three parties associated with this process The department head Welcome the new member to the Organisation. Brief the new member about - the Organisation, its culture, history, business, products, the department/branch where he is posted, the job he is expected to do, the other jobs in his department/branch & their correlation with his job, working hours, etc. Introduce the new member to his other colleagues at the location. Assist him to complete joining formalities.

The new member Open his Salary savings account with the nearest branch of Bank. Fill up the welcome kit completely; attach the necessary submissions to it and handover the same to the department head or at HR. Understand the various manuals, policies, procedures, systems, etc of the Organisation. HRD Give Employee Identification Number (EIN) to the new member. Coordinate with concerned departments for creation of Email and other ids for the new member. Initiate action towards processing of salary for this new member, once the completely filled up Joining Kit is received. b. Personal Files Employees personal file includes the following: Resume, interview feedback form, acceptance of offer letter, certificates verified from originals, records of participation in training events, salary history, records of disciplinary action and documents related to Employee performance reviews, coaching, and mentoring. Personal files are the property of the Organisation, and access to the information is restricted. Only Management personnel of the Organisation who have a legitimate reason to review the file are allowed to do so. c. Personal Data Changes An Employees personal data should be accurate and current at all times. It is the responsibility of each Employee to promptly notify their Superior and HR Department of any changes in personal data such as: (a) Mailing address, (b) Residential address, (c) Telephone numbers, (d) Change in marital status, (e) Income tax number, (f) Name and number of dependents, and (g) Individuals to be contacted in the event of an emergency. d. Identity card All employees will be provided with identity cards. The employees are required to wear the identity card, while on duty at all times. On being requested by security staff, within the office premises, employees are expected to produce this card. ID card should be surrendered to the HR Department at the time of leaving the services of the Organisation. e. Professional ethics Normally employees are not supposed to undertake any private assignments. However if they are approached by other organizations / academic institutions etc., for delivering guest lectures or undertaking special assignments relating to research or study in any field, they have to obtain permission from the appropriate authority, i.e. MD & CEO in case of Group Heads/Heads of Department and Group Head HR in case of other employees. f. Our values The Organisation is committed to building the values of integrity, excellence and respect for individuals in its employees. The Organisation expects its employees to pro-actively deal with these issues by taking individual ownership and responsibility in bringing such concerns and information to the notice of the Management. For this, employees wanting to share information, concerns or specific leads on these aspects can write to the Group Head HR.

The information provided will be treated in complete confidence and discretion, and used only towards ensuring that such wrongful practices can be investigated promptly with a view to preempt complications. g. Reimbursement for relocation on joining the Organisation The Organisation will reimburse expenses incurred (shifting of household goods, travel, etc) by employee on joining the Organisation as a result of relocation from the place of recruitment to the offered place of posting. This is solely at the discretion of the Organisation and should be a part of the terms and conditions agreed at the time of recruitment of the employee. Grade-wise eligibility is mentioned as below: Mode of Transportation reimbursement for shifting of household Grade Travel for travel goods Self & S3 Air Travel Up to ` 30,000/Family S1-S2 M1 M4 & J1 -J 6 Self & Family Self & Family Self & Family Air Travel II AC - train III AC - train Up to ` 25,000/Up to ` 20,000/Up to ` 15,000/-

Exceptions if any can be made at the discretion of Group Head - HR. Employees will also be provided reimbursement of expenses on account of stay at the new place of posting as below, if it is a part of the terms and conditions agreed at the time of recruitment of the employee. h. Initial stay & subsistence allowance Officials who have to relocate at the time of joining will be allowed to stay in hotel up to a maximum period of 7 days or till the time they find their own accommodation, whichever is earlier. During this, they will also be paid Subsistence allowance as applicable to their grades. i. Own arrangement of stay In case the officials make their own arrangement for stay, they will be paid Per Diem allowance as applicable to their grade till the time they find their own regular accommodation or for a maximum period of 7 days whichever is earlier.

5. Code of conduct a. Professional and personal conduct All employees are expected to perform their responsibilities in maintaining the highest standards of excellence set by the Organisation. Employees should not engage in any other assignments excepting those relating to the Organisation or undertake any activity prejudicial to the interest of the Organisation. Any Employee who deviates from these rules and conduct will be subject to corrective action, up to and including termination of employment. While not intended to list all the forms of behaviour that are considered unacceptable in the workplace, the following are examples of misconduct that may result in disciplinary action, including termination of employment. Theft or inappropriate removal or possession of property; Working

under the influence of alcohol or drugs; possession, distribution, sale, transfer, or use of alcohol or drugs in the workplace; fighting or threatening violence in the workplace; boisterous or disruptive activity in the workplace; negligence or improper conduct leading to damage of Organisation-owned or customer-owned property; insubordination or other disrespectful conduct; violation of safety or health rules; sexual or other unlawful or unwelcome harassment; excessive absenteeism or any absence without notice; unauthorized use of telephones, or other Organisation-owned equipment; using Organisation equipment for purposes other than business (i.e. playing games on computers or personal Internet usage); unauthorized disclosure of business secrets or confidential information; violation of personnel policies; offering and accepting bribes, and other illegal payments. In order to purchase any service or product or to incur any liabilities on account of the Organisation, all employees must get prior authorization from the administration department and their immediate superior. Authority for signing any document on behalf of the Organisation is specified by the Management. Employees must avoid confrontation or rude behaviour with clients, suppliers and colleagues in their official and other dealings. b. Dress code While the Organisation does not wish to limit the Employee's expressions of taste and individuality, the Employee's must be aware that what the Employee wears to work is a reflection of the Employees own professionalism and that of the Organisation. All employees should come in attire that is suitable for conducting the Organisation's business. The organisation reserves the right to request a staff member to dress to an appropriate standard as a condition of employment. On all working days except Saturday, employees are expected to come in formal corporate attire. Casual attire i.e., jeans and T-shirt can be worn only on Saturday. However this is dependant on the area of their operations or as deemed fit by their department head. All employees must wear identity cards bearing their names during office hours. c. House keeping The Organisation attaches significant importance to maintaining a distinguished image. Some of the important contributors to the image are location and decor. Good housekeeping promotes productivity, quality and safety. All employees are requested to keep their work area neat and orderly and see that at the end of the working day, their workstations are left clean and tidy. d. Power Saving. It is the responsibility of each employee to save power. All machineries, lights and electrical installations will be switched off when not in use. Prior to leaving their work place, each individual should ensure that all switches at respective work places are put off. e. Personal visitors To provide for the safety and security of Employees, visitors, and the Organisations facilities, only authorized visitors are allowed in the workplace. Restricting unauthorized visitors helps ensure security, protects confidential information, safeguards Employee welfare, and avoids potential distractions and disturbances. All visitors must enter through the main reception area, accompanied by the staff, who is playing host to the visitor. Authorized visitors will be escorted to their destination and must be accompanied by an Employee at all times. The visitors must not wander around the office unaccompanied. The employees are requested to restrict the number of personal visitors during the office hours to the minimum.

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f. Information Technology Information Technology (IT) is one of the key inputs available to employees to enable them to deliver desired levels of service. Employees have a responsibility when using hardware, software and information/data held on systems to act in a legal manner. All employees must: Not make or use, nor permit others to make or use unauthorized copies of software, including associated documentation and backup copies. Not access a computer system or computer held information and data without proper authority. Not make unauthorized modification to the contents of any computer system including deleting or changing data. Employees are expected to comply with any principles; guidelines and detailed instructions issued from time to time, regarding use and misuse of computers, software or computerized data, by the Organisation. g. Intranet / Internet policy Employees are allowed use of the Internet and e-mail when necessary to serve customers and conduct the Organisations business. Employees may use the Internet when appropriate to access information needed to conduct business of the Organisation. Employees may use e-mail when appropriate for Organisation business correspondence. Use of the Internet must not disrupt operation of the Organisation computer network. Use of the Internet must not interfere with an Employee's productivity. Employees are responsible for using the Internet in a manner that is ethical and lawful. Internet messages are public and not private. The Organisation reserves the right to access and monitor all files and messages on its systems h. Usage of Illegal Software Employees are not allowed to use Organisations computer system to download or install illegal or unauthorized programs, software or data. . Use of Organisations Internet for access to or transmission / storage of material considered as offensive / indecent / sexually explicit are strictly prohibited. Users found being connected with a website that contains prohibited material must immediately disconnect from that site. Any attempts in contravention to this policy will invite disciplinary / punitive action, including termination of employment. In case it is found that any illegal software has been downloaded in any system, the person operating the particular computer will be held responsible for the lapse and necessary disciplinary action will be initiated against him. i. Telephone usage The Organisations telecommunication facilities are intended for the use of serving the Organisation customers and in conducting the Organisations business. Every time an employee speaks on the telephone to someone outside the Organisation, the Organisation is represented. Therefore, it is essential that the impression created is of courtesy and professionalism at all times. All calls must be answered preceded by the Organisation's name. Communication by Telephone forms a vital link in our business system. Personal usage during business hours is discouraged except for extreme emergencies. Personal calls should be kept to a minimum and for a short duration. All personal STD calls shall be chargeable. Appropriate person at the location should be informed in case any employee wishes to make a personal STD call. If an Employee is found to be deviating from this policy, he will be subject to appropriate action. j. Prohibition of smoking/use of drugs and alcohol Smoking is not permitted within the Office premises. The Organisation is committed to providing a safe and healthy working environment and ensures that all employees and visitors

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have the right to work and meet in a professional atmosphere. The following rules regarding smoking, alcohol and drugs have been established for all employees, regardless of rank or position, including regular, full time, probationary and temporary employees. The rules apply during working hours to all Employees while they are in the Organisations premises or elsewhere on official business. The distribution, possession, sale, or purchase of any of the above in the Organisations premises is prohibited. Being under the influence of drugs, alcohol, while on duty is prohibited. Working while under the influence of prescription drugs that impair performance is prohibited. Consistent with the rules listed above, any of the following actions constitutes a violation of the Organisations policy on drugs and may subject an Employee to disciplinary action, up to and including immediate termination: Using, selling, purchasing, transferring, manufacturing, or storing drugs/alcohol, or attempting to/or assisting another to do so, while in the course of employment. Working or reporting to work, conducting Organisation business or being at work while under the influence of an illegal drug or alcohol, or in an impaired condition. k. Safety The Organisation provides information to employees about workplace safety and health issues through regular internal communication such as: (a) Training sessions (b) Team meetings (c) Other written communications. Each employee is expected to obey safety rules and exercise caution in all work activities. Employees must report any unsafe conditions to their Superior/HRD. Employees must also take due care of the instruments and equipment provided to them and any alteration in the working parameters of the equipment suggestive of malfunction of the equipment should be brought to immediate notice of their superiors. Each employee is responsible for safe keeping and daily maintenance of the equipment provided to them and in case of equipment malfunction, it is the employees responsibility to follow up with the respective service and maintenance provider for suitable corrective action at the earliest. l. Security All Employees who are issued keys to the office/lockers/storage cupboards are responsible for their safekeeping. Employees are not authorized to make duplicates of the issued office keys. Employees who violate safety standards, cause hazardous or dangerous situations, or fail to report, or where appropriate, remedy such situations, may be subject to disciplinary action including termination of employment. In the case of an accident that results in injury, regardless of how insignificant the injury may appear, Employees should notify their Superior, and/or respective Group Head. m. Personal Belongings All Employees are responsible for their own personal belongings and properties left at the office. The Organisation assumes no liabilities for any loss or damage to personal belongings and property. n. Organisation Property The Organisations office space, equipment, materials and other properties shall be used only for official purposes. Employee who uses the Organisations property such as Laptop, Video Projector, vehicle etc. is responsible for the safekeeping of these equipments. The Employee will be held responsible for any loss or damage to these properties. Cost of replacement or repair will be borne by the Employee.

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o. Harassment, including Sexual Harassment The Organisation is committed to providing a work environment that is free of discrimination and unlawful harassment. Actions, words, jokes, or comments based on an individuals gender, race, ethnicity, age, religion, or any other legally protected characteristic will not be tolerated. If an Employee believes that he has been the victim of harassment, or knows of another Employee who has, should report immediately to his Superior/HRD. Employees can raise concerns and make reports without fear of reprisal. Any Superior who becomes aware of possible harassment should promptly advise the Management or the HR Department Representative who will handle the matter in a timely and confidential manner. Detailed policy on Sexual harassment is available on the following link. INTECH > HRM > Policies >Sexual Harassment Policy p. Whistle Blower Policy Every employee of Intech shall promptly report to the management any actual or possible violation of the Code or an event he becomes aware of that could affect the business or reputation of Intech. This policy has been framed for employees to report to the management instances of unethical behaviour, actual or suspected, fraud or violation of the companys code

of conduct or ethics policy. Protected Disclosure means any communication made in good faith that discloses or demonstrates information that may evidence unethical or improper activity. Scope This Policy is an extension of the Intechs Code of Conduct. The Whistle Blowers role is that of a reporting party with reliable information. They are not required or expected to act as investigators or finders of facts, nor would they determine the appropriate corrective or remedial action that may be warranted in a given case. Whistle Blowers should not act on their own in conducting any investigative activities, nor do they have a right to participate in any investigative activities other than as requested by the competent authority. Eligibility: - All Employees of the Company are eligible to make Protected Disclosures under the Policy. Disqualifications While it will be ensured that genuine Whistle Blowers are accorded complete protection from any kind of unfair treatment as herein set out, any abuse of this protection will warrant disciplinary action. Whistle Blowers, who make any Protected Disclosures, which have been subsequently found to be malafide or malicious or Whistle Blowers who make 3 or more Protected Disclosures, which have been subsequently found to be frivolous, baseless or reported otherwise than in good faith, will be disqualified from reporting further Protected Disclosures under this Policy. Procedure All Protected Disclosures should be addressed to Managing Director & CEO in writing so as to ensure a clear understanding of the issues raised on the following email id: mdceo@idbiintech.com

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If a protected disclosure is received by any other employee of the Company other than MD & CEO, the same should be forwarded to MD & CEO for further appropriate action. MD & CEO will appoint appropriate person to investigate on the same. Protected Disclosures should be factual and not speculative or in the nature of a conclusion, and should contain as much specific information as possible to allow for proper assessment of the nature and extent of the concern. The Whistle Blower should disclose his/her identity in the covering letter forwarding such Protected Disclosure; identity of the Whistle Blower will be kept confidential. Investigation All Protected Disclosures reported under this Policy will be thoroughly investigated. The outcome of the investigation may not support the conclusion of the Whistle Blower that an improper or unethical act was committed. The identity of a Subject and the Whistle Blower will be kept confidential to the extent possible given the legitimate needs of law and the investigation. The investigation shall be completed normally within 30 days of the receipt of the Protected Disclosure Protection No unfair treatment will be meted out to a Whistle Blower by virtue of his/her having reported a Protected Disclosure under this Policy. The Company, as a policy, condemns any kind of discrimination, harassment, victimization or any other unfair employment practice being adopted against Whistle Blowers. Thus, if the Whistle Blower is required to give evidence in the proceedings, the Company will arrange for the Whistle Blower to receive advice about the procedure, etc. The identity of the Whistle Blower shall be kept confidential to the extent possible and permitted under law. Any other Employee assisting in the said investigation shall also be protected to the same extent as the Whistle Blower. Investigators Investigators are required to conduct a process towards fact-finding and analysis. Investigators shall derive their authority and access rights from the MD & CEO when acting within the course and scope of their investigation. Resources may be drawn upon as necessary to augment the investigation. All Investigators shall be independent and unbiased both in fact and as perceived. Investigators have a duty of fairness, objectivity, thoroughness, ethical behavior, and observance of legal and professional standards. Investigations will be launched only after a preliminary review by the MD & CEO, which establishes that: The alleged act constitutes an improper or unethical activity or conduct, and The allegation is supported by information specific enough to be investigated or in cases where the allegation is not supported by specific information, it is felt that the concerned matter is worthy of management review.

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Decision If an investigation leads to conclude that an improper or unethical act has been committed, the investigators may recommend such disciplinary or corrective action as may deem fit. Retention of documents: - All Protected Disclosures in writing or documented along with the results of investigation relating thereto shall be retained by the Company for a minimum period of three years.
6. Hours of working, leave & holidays a. Office Hours The Organisations office hours are from 9.45 A.M. to 6.15 P.M. Mondays through Friday, and 9.45 A.M. to 2.00 P.M. on Saturdays. Employees posted at client location will adhere to the timings as agreed with the client. Employees will also have to abide by split timings if required, and shift timings for other units based on business needs. The shifts of such employees will be decided after deliberation by the Management which will be binding on all employees. Requests for change of shifts will be considered only if appropriate slots are available without compromising on the quality of the work concerned. All employees are required to observe the normal hours of work. The Management may at its discretion re-arrange the prescribed working days and hours depending on operational needs. All employees are expected to be in office on time everyday. If, due to unavoidable reasons, an employee expects to report late to work, he is required to inform the office and his immediate superior at least 30 minutes before his scheduled arrival at work. If an employee is required to travel outside the office premises, the office should be kept informed regarding his whereabouts Lunch Break Employees are allowed a half hour lunch break. Lunch break is generally taken between the hours of 12.30 P.M. and 2.30 P.M. on a staggered schedule (approved by the Management) so that the Organisation remains operational during the lunch hour. b. Attendance/ Punctuality All Employees are expected to be regular and punctual in attendance. This means being in the office, ready to work, at their starting time i.e.09.45 A.M. each day. Absenteeism and tardiness places a burden on other Employees and on the Organisation. If an Employee is unable to report for work on time for any genuine reason, he shall notify his Superior prior to reporting to duty. The Superior is then responsible to inform HR Department. As per practice prevailing in the industry, one Casual Leave will be deducted from the leave record for every three late marks in a particular month. In case there is no CL balance, PL will be deducted. For those whose leave balance is NIL, one day Loss of Pay (LOP) for every 3 late marks will be considered. Should undue tardiness become apparent, disciplinary action may be required. c. Break Periods The Organisation does not provide any break for employees during office hours except for the above outlined lunch period. Tea breaks and coffee breaks are as such not allowed. Breakfast during the office hours is also not allowed. Prior approval from a Superior or Manager is necessary for such a break, if so required. If an Employee has unexpected personal business to

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take care of, he must notify his direct Superior to take time away from work. Personal business shall not be conducted during office hours. Employees who do not adhere to the break policy will be subject to necessary action.

d. Working beyond office hours and on Sundays and holidays

Employees may be expected to work extra hours as are reasonably necessary to meet business requirements. This will be considered an integral part of the employee's professional duty of customer service and will not attract compensatory holidays. Conveyance reimbursement from Office to residence can be claimed in case of stay beyond 2 hours of normal working time. This reimbursement has to be a function of the mode of transport available in the city. E.g. in Mumbai, where the rail connection is very efficient, rickshaw / taxi fare for commuting to the nearest railway station can be reimbursed, at the discretion of the reporting authority. The mode of travel for various levels is indicated under point (e) below. In case, any other mode of transport is used, where the cost is equal or lower than that indicated below, the same will be reimbursed. The same yardstick will be applied for employees required to attend office on any weekly or public holiday. Departmental Heads have to ensure that all employees get one compensatory off in lieu of working on Sunday/Public Holiday. The compensatory off is required to be given immediately during the following week and cannot be accumulated and used as Casual Leave or combined with other type of leave. Under any circumstances, it must be ensured that no employee is normally required to work for more than 10 days at a stretch, without getting a weekly off in lieu of working on Sunday as a part of normal duties. e. Conveyance Reimbursement to attend to Business Meetings / External Clients or for any other office work will be made as detailed here below: Grade J1 to J6 Eligibility 1.Rickshaw/Taxi fare to commute to and from the nearest railway station; Point to Point To & Fro first class train fare 2. Any other mode of travel where the expense is lesser than that indicated above 1.Rickshaw/Taxi fare to commute to and from the nearest railway station; Point to Point To & Fro first class train fare 2. ` 6/- per km for two-wheeler (including fuel), 3. Any other mode of travel where the expense is lesser than that indicated above 1. ` 13/- per km for four-wheeler (including fuel). 2. Actual Taxi fare. 3. Any other mode of travel where the expense is lesser than that indicated above

M1 & M2

M3 and Above

f. Holidays The Organisation will be closed on all holidays as per the list published by HR Department at the beginning of the Calendar year. The list of holidays is available on the following link at Intranet. INTECH > HRM > Holiday List g. Leave rules In addition to public holidays, employees will be entitled to the following types of leave: Privilege Leave Sick Leave

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 Casual Maternity Special Leave for Trainees (Trainees during their training period are not eligible for any type of leave as above except Casual & Special Leave details mentioned below) The leave year is 1st January to 31st December. For new employees, leave entitlement is calculated on a prorate basis on the number of completed months of service in the year they join. Unlike other leave, credit of PL happens at the end of year only. And can be availed only after confirmation. The table below lists out the details regarding various types of leave we have. Type of Leave Entitlement Un-availed leave accumulation limit Maximum accumulation limit of 120 days.

PL Privilege Leave 30 days in a year

SL Sick Leave

15 days in a year

Maximum accumulation limit of 90 days. Un-availed CL lapses at the end of the year. 6 months during the course of entire service

CL Casual Leave ML Maternity Leave STL Special Leave for Trainees

6 days in a year Up to 90 days at a time

15 days in a year Un-availed STL lapses after confirmation during the training of the Trainee. period.

Leave eligibility as above is at discretion of the Management and cannot be claimed as a matter of right. Out of the above, only PL is encashable (on Basic Salary) at the time of retirement/resignation (please refer to section Deferred Benefits, Pg. 27). PL can also be adjusted against notice period shortfall at sole discretion of the Management. Privilege Leave The confirmed Employees will be credited with Privilege Leave (inclusive of holidays and Sundays/ weekly offs) on 1st January of the succeeding year. All Employees can accumulate privilege leave up to a maximum of 120 days. Privilege leave can be availed with prior sanction only and not more than 2 times in a year. In exceptional cases, to avail Privilege Leave more than two times HR Head may approve on specific recommendation of respective Group Head. Privilege leave cannot be converted into or combined with any other type of leave, other than sick leave in case of genuine needs. (This will be at the discretion of the Management). In calculating leave, fraction of leave of half day or more shall be treated as one full days leave and fraction less than half day will be omitted. Application for privilege leave shall normally be made at least one month in advance of availing leave. Employees who have completed one year of continuous service shall be entitled to privilege leave up to maximum of 30 days. Prorated PL can be credited only during the 1st year of service

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in genuine cases, which will be done at the sole discretion of the Management. No employee can claim prorated PL as a matter of right. For calculation of Privilege leave, all leave other than casual leave availed by an employee during the previous year will be deducted from the total number of days in the year {i.e. 365 minus total leave (other than casual leave) availed} and this balance will be divided by twelve to arrive at the Privilege leave to be credited for an employee. E.g.; if an employee has availed 25 days PL, and 16 days of SL during the previous year, then PL credit for the employee will be 365-41 (i.e.25+16) = 324 days divided by 12 i.e. 27 days. (For the purpose of PL calculation, total number of days in a year will be taken as 365 days only for all years.) The total number of days of leave that may be carried forward to a succeeding year shall not exceed 120 days except when an employee has applied for privilege leave but has not been sanctioned by the Management due to any exigencies of service, such leave (leave refused) shall be carried forward to next year without any limit. However, an employee cannot carry forward more than 120 days for 2 consecutive years. Sick leave Absence for 4 days and more shall be supported by a medical certificate from a Registered Medical Practitioner. Employees who join service during the year will be entitled only to the proportionate sick leave. Sick leave can neither be combined with casual leave nor encashed. Employee may combine sick leave with PL. Sick leave credit for the year is given in advance, unlike privilege leave, which is credited at the end of the calendar year. Maternity leave Maternity leave can be combined with PL. A married female employee will be granted paid maternity leave up to a maximum of six months during her entire service, and a maximum of three months at one time. Casual leave Every employee will be allowed 6 days casual leave on full pay in a calendar year. No other type of leave can be clubbed with Casual Leave. Casual leave credit is also given in advance. Employees who join service in the course of the year will be allowed proportionate casual leave. While calculating casual leave, fraction of leave for half day or more shall be treated as full days leave and fraction of less than half day shall be omitted. The casual leave is nonaccumulative. Not more than four days of CL can be taken at a time. Loss of Pay (LOP) Any leave taken in excess of entitlement is Leave without Pay. In case of LOP, Probation, training period, salary, Performance Incentive and Increment, will get impacted to that extent. For the purpose of calculating length of service of an employee in Intech, all LOP will be deducted from the total period served by the employee in Intech. Special leave for Trainees & Management Trainees Trainees / Management Trainees are allowed to avail Special Leave (STL) of 15 days during any calendar year. Sanction of special leave to trainees is at the discretion of the Organisation and is considered in exceptional circumstances only like sickness, marriage, studies, etc. Special Leave cannot be availed like Casual Leave. Trainees who join service in the course of the year will be

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allowed proportionate special leave. Trainees are not eligible for any other type of leave, other than STL and CL. Leave and counting of intervening holidays Public holidays and weekly offs falling in between leave dates will be included in the leave days for PL, SL, ML and STL. However, for CL, these will not be calculated as leave days. Permission Every employee should seek prior permission from the reporting authority before availing any type of leave. Sanction of leave is subject to business exigency. Requests for extension of leave due to unforeseen circumstances should be conveyed to the concerned leave sanctioning authority promptly and approval obtained. Special circumstances / leave without pay An employee may be granted unpaid leave at the sole discretion of the Management. Similarly, under extraordinary circumstances including health conditions, the Management may at its sole discretion, grant leave with or without pay. Record Keeping The HR Department maintains leave record of all employees. Each Employee is responsible for verifying his leave status and ensures correctness of balances with the quarterly update sent by HR on the same. 7. Grade wise hotel & subsistence allowance / per-diem allowance

On travel (Official Work, deputation, or training), transfer, relocation at the time of recruitment, etc, the organisation provides for accommodation and subsistence / per-diem allowance. a. Initial stay Officials who are posted at places other than Mumbai will be allowed to stay in hotel up to a maximum period of 7 days or till the time they find their own accommodation, whichever is earlier. During this, they will also be paid Subsistence allowance as applicable to their grades. b. Own arrangement of stay In case the officials make their own arrangement for stay, they will be paid Per Diem allowance as applicable to their grade till the time they find their own regular accommodation or for a maximum period of 7 days whichever is earlier. c. Subsistence allowance Subsistence allowance is given to meet expenses on meals, laundry, personal telephone calls, tips and other incidental expenses incurred by an employee during his stay in the hotel as per his grade. It is to be paid as a reimbursement up to the prescribed amount or actual whichever is lower. It is mandatory to maintain and submit bills for actual expenses incurred on meals, laundry, telephone calls. The reimbursement will be made on actual limited up to the prescribed amount. However, for business related travel and training, the sanctioning authority may in certain circumstances accept declaration of actual expenses. In case the relocation is on the employees request, such expenses are not payable. All claims on relocation/deputation should be made within 3 months of travel, and will not be expensed after that.

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In case part of the expenses are paid by the client, or necessary tie up has been arranged by the organisation, then reimbursement of subsistence allowance will be restricted to 50% of actual eligibility. In case boarding, lodging and all other facilities are provided by the client/arranged by the organisation, then 25% of subsistence allowance will be reimbursed. However, Management may fix different rates for specific projects extending beyond 15 days, which will be intimated to the employee before commencement of journey. These rates will be project specific and may vary from project to project. d. Per-diem allowance In instances where the employee makes his own arrangement for accommodation, he is entitled to Per-diem allowance to cover expenses towards meals, laundry, personal telephone calls, tips and other incidental things. Since this enables the organisation to save cost on hotel expenses, as matter of policy, employees should be encouraged to take care of their own accommodation. Hence, per diem allowance will be paid without any supporting documents as a flat allowance. The table below lists out Grade wise entitlements on Hotel and Subsistence/ Per-diem: Grade S3 S1 S2 M1 M4 J1 J 6 Category of hotel 4 Star 4 Star 3 Star 3 Star Subsistence Allowance (` Per day) 1400 1200 800 500 Per diem (` Per day) 2000 1500 1000 750

Only standard rooms are applicable in all the above categories of hotels Note - For travel abroad, Subsistence / Per-diem Allowance is calculated separately. For this, kindly refer to section on Foreign Travel under the Travel section. For calculations Inter-day travel entitlement will be Subsistence Allowance and not Per Diem. Minimum of 8 hours to be taken as 1 day for calculating SA / Per Diem.

8. Transfer The Organisation may transfer employees from one location of work to another, situated in India or abroad, including those locations where the Organisation may establish offices in future. The Organisation also reserves the right to transfer employees to any of its subsidiary or associate Organisation that is in existence or may come into existence at a future date. The Organisation recognizes two types of transfers Transfer at Organisation Instance Transfer at the request of the employee i.e. request transfer Employee entitlements towards these two types will be as follows

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a. Transfer at organisation's instance Mode of travel* Air travel Air travel for self and 2nd AC Train for family Transportation reimbursement for shifting households* Actual

Grade

Travel For Self & family Self & family

S1 S3 J1J6 M1M4

Actual

*The expense incurred in transportation of all movable personal effects, packaging, crating and
unpacking charges, will be reimbursed on actual basis. Prior approval of quotation will be required. Personal effects can include one vehicle. Vehicle shifting cost will include only the transportation cost of vehicle and OCTROI charges. Other expenses in respect of vehicle like RTO tax for registration etc. will have to be borne by the employee. Officials will also be provided reimbursement of expenses on account of stay at the new place of posting as below: Accommodation & subsistence allowance: At their new place of posting, officials will be allowed to stay in hotels as per their eligibility for a period of 15 days or till the time they find their own accommodation, whichever is earlier. During this period, they will also be paid subsistence allowance as applicable to their grades. Own arrangement of stay In case the officials make their own arrangement for stay, they will be paid Per Diem allowance as applicable to their grade till the time they find their own regular accommodation or the maximum period of 15 days whichever is earlier. Settling In allowances To provide for reimbursement towards some incidental expenses like school / college donations / admission fees of children, a one time allowance called Settling in allowance will be provided by the organisation to cover the expenses as above. Grade wise the eligibility will be: Grade J1 to J 6 Grade M1 to M4 Grade S1 to S2 Grade S3 & above

` 20,000/` 30,000/` 40,000/` 50,000/-

This will be applicable only in case of Transfer at organisations instance from one city to another Single Employee - 25% of the eligible allowance Employee who relocates along with spouse (and/ or) dependant parents - 50% of the eligible allowance

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Employee with family comprising of spouse and school going children - 100% of the eligible allowance The amount paid will be taxable in the hands of the employee concerned and will be credited to the employee thru payroll, as a part of the salary.

Note: For employees transferred with only dependant parents, an amount not exceeding 50% of the applicable Settling in allowance may be paid at the discretion of the Group Head HR. This will be decided on a case-to-case basis. Subsequent travel Employees on transfer will be allowed to travel for the second time for bringing their family and shifting household goods only with the prior permission of Group Head HR. This will be decided on a case-to-case basis. b. Transfer at the request of employee In such cases, no reimbursements towards travel of self or family, or facilities like, transportation of household goods, joining time, subsistence allowance, settling in allowance, etc. will be available to the employee. This is applicable across all grades.

9. Travel rules a. Domestic travel Domestic travel entitlements have been segregated into two distinct areas Travel on business (official work / deputation) Travel on Training Considering the risk, employees should refrain from using private vehicles and taxis on intercity travel, and should travel by public transport, as per entitlement. Business Travel Policy (official work / deputation) Employees are permitted to travel by economy class for official purposes. Travel on Training Employees in Grade J1 to J6 to travel by train if the journey time is less than 16 hrs. Class of train travel being II AC / as per the eligibility of the grade. Employees in Grade M1 & above to travel as per the Business Travel Policy, mentioned above. Other Trainings: For other occasional individual training programs, Functional Heads / Group Head HR can authorize air travel at their discretion. In both the cases (Travel on Business & Training), if alternative modes of travel are available and are cost effective, employees are expected to travel by the same. Accommodation Accommodation in class of hotels will vary according to the grades of the employee. When a junior employee travels / stays together with an employee placed in the higher grade, the entitlement for such an employee continues to be as per his grade eligibility and should not be upgraded however, on training, subsistence allowance has to be paid @ 25% of the eligible amount.

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b. Foreign Travel Rules These rules will apply to all those who undertake travel abroad for and on behalf of the organization. Foreign travel will be undertaken in economy class only. Foreign Travel Documents Obtaining foreign travel documents shall be the responsibility of the person who is undertaking foreign travel. However, the Admin department and the authorised travel agent of the office shall extend all assistance in this regard to those undertaking foreign travel. The cost of these documents including the visa fees incurred in India will be reimbursed by the Organisation. However, no reimbursement will be permitted for visa fees paid outside India in foreign exchange except where specific foreign exchange has been granted for the purpose or evidence can be produced that foreign exchange for the purpose has been obtained without any contravention of the Foreign Exchange Rules. Foreign Exchange Exchange will be purchased by Intech from authorized agents, which will need production of passport and passage ticket. In case the person travelling requires more currency, the payment will be settled by him. Tour Report On return from any outstation tour, a report about the visit will be submitted at the earliest and not later than one week for follow-up action. Daily Allowance The daily allowance applicable to various categories of employees is listed here below. However, where foreign hospitality is provided in full, admissible per-diem will be 25% of the full daily rate and where lodging only is provided, the admissible per-diem will be 50% of the full daily rate. Subsistence Allowance / Per Diem Grade S1 S3 J1 J6 & M1 M4 Subsistence Allowance ($ per day) 250 150 Per diem ($ per day) 100 50

Here, Subsistence Allowance is inclusive of any charges the organisation might have to incur towards the hotel expenses, meals, taxis, laundry, telephone calls & other incidental expenses. Again, Subsistence Allowance will be paid up to the prescribed amount as above. The employee has to submit a declaration for expenses incurred. Per Diem will be paid when the employee manages his own accommodation. It is intended for meals, laundry, personal telephone calls, tips & other incidental expenses incurred by an employee. This will be paid without any supporting as a flat allowance. In case of part of the expenses e.g. food, travel, stay is being borne by the training institute / host, the subsistence allowance may be suitably prorated at the discretion of MD & CEO/Group Head HR. Notwithstanding, prior approval of subsistence allowance is a must by MD & CEO/Group Head - HR.

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For travel beyond seven days, Management may fix rates for specific projects undertaken, which will be intimated to the employee before commencement of journey. These rates will be project specific and may vary from project to project. Accommodation Accommodation in class of hotels will vary according to the grade of the employee, which is the same as listed under the Domestic Travel category. c. Tour advances and expenses statement Employees can draw a reasonable advance from the Organisation, to meet their official expenses, while on tour. Prior to taking a fresh advance, the previous advances should be fully settled. All employees must prepare their tour expense statements within 7 days of their returning from a tour. All necessary details required for authenticating expenses must be attached along with the expense statement. All tour expense statements must have the approval of the Departmental Head, prior to settlement. In case of non submission of bills within the stipulated time, advance amount paid will be recovered from the salary to be disbursed during that month. d. Car / taxi hire / local conveyance expenses For official work, employees should use organized public transport (taxi, auto, etc.) and should strictly refrain from hiring private taxis except in exigencies. The reimbursement on the same will be on actual amount spent. Employees using their own vehicle can claim reimbursement @ ` 13/- per km for four-wheeler (including fuel) and @ ` 6/- per km for two wheelers (including fuel). 10. Compensation & Benefits a. Salary Salary means total of basic pay, all allowances, and organisations contribution to PF i.e. guaranteed compensation. Salary will be paid on a monthly basis on the last day of every month directly to each employee's savings account with BANK. If a weekly or public holiday falls on the regular salary day, then the salary will be paid on the previous or next working day. Break-up of various components of CTC for MTs & employees in Grade J1 to J6 is as follows:

Particulars Basic HRA Conveyance Medical Attire Allowance PA LTA ESIC Employer PF Employer Gratuity CTC

Break-up of Annual CTC 40% of CTC 50% of Basic 9600 (Fixed p.a) 15000 (Fixed) 15000 (Fixed) Balancing Figure 25% of Basic As per ESIC Rules 12% of Basic As per Gratuity Rules Total 24

Break-up of various components of CTC for employees in Grade M1 & above is as follows:

Particulars Basic HRA Vehicle Reimb Medical Attire Allowance PA LTA PF Employer Gratuity CTC

Break-up of Annual CTC 40% of CTC 50% of Basic As per Eligibility 15000 (Fixed) 15000 (Fixed) Balancing Figure 25% of Basic 12% of Basic As per Gratuity Rules Total

Vehicle Reimbursement for Grade M1 & above shall be as follows: 1. 10% of CTC or ` 2,00,000 whichever is lower for the employees in Grade M1 to M4. 2. 10% of CTC or ` 2,40,000 whichever is lower for the employees in Grade S1 and above. The Compensation package for CXO position shall be considered and approved by Remuneration Committee of the Board. b. Deductions from pay Deductions from the salary will be based on the Indian Income Tax Act. If any employee is liable to payment of income tax, he will be required to furnish necessary details concerning PAN, taxable income and plan of tax deductible investments to the Compensation & Benefit section of HR department to ensure accurate tax deduction at source. c. Salary revision and increments Salaries are normally reviewed once in a year in the month of April. Reviews are based on the following factors: Profitability of the organisation Performance & potential of the employee Market compensation Annual Increment Salary revisions as above are person specific and are totally at the discretion of the Management. Increment may be granted to confirmed employees of the Organisation each year on 1st April subject to the efficiency in work, attendance and conduct being found satisfactory. Each Employees annual salary shall be reviewed during the formal performance review and planning session which will be conducted in April each year. Increments of employees other than Group Heads shall be approved by MD & CEO based on the recommendation of the committee comprising of Senior Management of the Company. In case of employees performing

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exceptionally well, MD & CEO may approve additional mid-term increment based on the recommendation of concern Group Head and Group Head HR and inform the same for record of Remuneration Committee of the Board. The Incentives of the employees other than Group Heads shall be approved by the Remuneration Committee of the Board as per the performance appraisal policy of the Company. Remuneration Committee of the Board shall approve the increments & incentives to employees directly reporting to MD & CEO. Salary review deals with only the guaranteed compensation with other terms and conditions of employment remaining the same. This session shall be conducted at the end of the financial year. Such reviews may be conducted more frequently for a newly created position, or based on a recent re-assignment. Increments will be determined on the basis of performance, adherence to Organisation policies and procedures, and ability to meet or exceed duties as per job description and achieve performance goals. All Employees who are confirmed in the services of the Organisation on or before March 31st shall receive their Annual increment w.e.f April 1st on a prorate basis, depending upon their service period. Performance is the key to wage increments in the Organisation. Bonus/Variable Pay Payment of Bonus/Variable Pay is the discretion of the Management based on the performance of Organisation and its employees. Employees dismissed on disciplinary reasons will not be entitled to Bonus/Variable Pay payment. Loss of Pay is considered as non-active employment period and will be excluded for the purpose of Bonus/Variable Pay calculation. Any Employee who has tendered his resignation and serving notice period, dismissed employee or left service before any payment of Bonus/Variable Pay shall not be entitled to such payment irrespective of the period he has worked during the year for which the Bonus/Variable Pay is declared. Bonus/Variable Pay is only declared after Organisations financial year-end. d. Cell phone reimbursements Intech will reimburse cell phone bills for official calls of its employees in grade M1 and above. The limit on Monthly expenses is as per the following: Grade S3 S1 & S2 M4 M1 TO M3 J5 & J6 **** J1 TO J4 **** Monthly Expense Limit (In Rs.)

` 3,000 ` 2,500 ` 2,000 ` 1,500 ` 1,250 ` 750

Business Heads / Group Heads at their discretion as an exception can make it available to their employees in lower grades if the work profile so demands. Under this policy, the cost of the handset is borne by the employee concerned while Intech will reimburse the bill subject to the maximum limit as detailed above. **** On recommendation from Business/Group Head

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e. Deferred Benefits Employees Provident Fund The Provident Fund contribution is 12% of Basic salary of the individual employee on the monthly basis and the Organisation shall contribute for each Employee an amount equivalent to 12% of the basic salary towards the Employees Provident Fund Employees Gratuity Gratuity will be paid in accordance with Payment of Gratuity Act, 1972. For every employee who has put in 5 Years of service, the organisation pays gratuity @ 15 days basic salary for every completed year of service. Leave Encashment An employee will be entitled to encashment of a maximum of 120 days Privilege Leave at the time of his retirement. Employees are eligible to encash 30 days Privilege Leave after every 4 years of service in the organisation. The PL encashment will be calculated on the last drawn Basic Pay of the employee. f. Other Benefits Lunch facility Food will be provided at subsidized rate as decided by the Management. It is expected that all employees observe strict discipline inside the canteen and maintain cleanliness. However, Management at its own discretion may or may not provide food to employees. Prior approval from HR/Admin has to be obtained for tie up with caterer for supply of food for centres other than Belapur. Medical Benefits Medical Allowance will be provided to employees as mentioned in the Letter of Appointment. The Organisation offers ESI Facility to its Employees who are within the range of coverage. Mediclaim Insurance The Organisation offers Mediclaim insurance for all employees. The Organisation has tied up with Bajaj Allianz which provides a Comprehensive Health Insurance Scheme that covers up to ` 3,00,000/- family floater. Detailed information on coverage is available on the Intranet under INTECH > HRM > Policies > Mediclaim Policy. However Employees covered under ESIC scheme will not be eligible for Bajaj Allianz Mediclaim Insurance.

Executive Health Check-up Scheme

The company provides for regular medical check-up for all its employees above the age of 40 through this scheme. This helps the organisation in taking care of the physical well being of its employees. Detailed information is available on the Intranet under INTECH > HRM > Policies > Executive Health Check Policy. Tax Deduction at Source Tax will be deducted at source for all employees at the designated rates every month and details of tax deducted will be indicated in the salary slip sent to each employee.

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Professional Tax Professional tax will be deducted and remitted as per the taxation schedules based on gross salaries, applicable in different locations of the country, where the employees are employed. Bond from Employees A Bond will be executed by the company with the Trainees / Management Trainees and Employees assigned with crucial projects (within India & Overseas). The validity & amount of bond will depend on the level at which the employee is placed and the nature and tenure of the project assigned to him. g. Performance Appraisal Employee Performance Review and Planning Sessions Superiors shall conduct formal performance reviews and planning sessions with all full-time and part-time Employees at the end of every financial year, after confirmation of service. Superiors may conduct informal performance reviews and planning sessions more often if they so require. Performance reviews and planning sessions are designed for the Superior and the Employee to discuss his current job tasks and areas of improvement, encourage and recognize attributes, and discuss positive, purposeful approaches for meeting work-related goals. Together, Employee and Superior discuss ways in which the Employee can accomplish goals or learn new skills. The planning sessions are designed for the Employee and his Superior to make and agree on new goals, skills, and areas for improvement. The Organisation directly links wage and salary increases with performance of work. The Employees performance review and planning sessions will have a direct effect on any changes in his compensation. For this reason among others, it is important to prepare for these reviews carefully, and participate in them fully. New Employees will be reviewed on a monthly basis during probation and on half yearly/annual basis as per practice. After the initial review, the Employee will be reviewed yearly. Detailed policy on Performance Appraisal is available on the Intranet in the following link: INTECH > HRM > Policies> Performance Appraisal Policy

11. Human Resource Development a. Career progression To the extent possible, the organisation tries to have a well - defined career progression path for employees. Thereafter future upward movements of employees, depends on their individual performance, competencies, criticality of the position as well as the individual and also the potential assessment to grow in the organization. All the jobs of the organisation are slotted and placed at 8 different work levels depending upon the size and complexity of the job, impact on business, span of control, criticality etc. For example, some of the levels are Grade M3 & M4 work Level 5 Grade M1 & M2 work Level 4 Grade J5 & J6 work Level 3 Grade J3 & J4 work Level 2 Grade J1 & J2 work Level 1 Based on these work levels, promotions are of two types

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Inter-level promotions Any movement from one work level to another means an inter-level promotion, which can happen only if there is a higher-level position available or a new position is created in line with our growth plans. Inter-level promotions would entail a significant addition to responsibility besides a consistent track record of good performance. Intra-level promotions Movement within a work level is intra-level promotion. The intra-level promotions recognize performance, potential and also motivation for high calibre employees. Time frame of promotions as well as its guidelines are at the discretion of the organisation and can be changed from time to time. b. Training and Professional Development The Company recognizes the value of professional development and personal growth for Employees. Therefore, the Company encourages its Employees who are interested in continuing education and job specific training to progress further. Prior approval from respective Group Head, before signing up for the seminars or courses is mandatory for reimbursement. Where applicable, the organisation reserves the right to impose a bond or recover entire training fees from the Employee for specific training and professional program to a maximum period of three years. 12. Miscellaneous a. Modifications in HR Policy Any modifications in the HR Policy of the Organisation shall be reviewed by Remuneration Committee of the Board. b. Suggestions The Organisation encourages Employees who have suggestions that they do not want to offer orally or in person, to write them down and leave them with their Superior or HRD. Every care will be taken to preserve the Employees privacy. No action will be taken on anonymous complaints or suggestions and the Management has the right to reject such suggestions. Suggestions may be sent by e- mail to their respective Superior or Group Head or HRD. c. Procedure for Handling Complaints Under normal working conditions, Employees who have a job-related problem, question or complaint should first discuss it with their immediate Superior. At this level, Employees usually reach the simplest, quickest, and most satisfactory solution. If the Employee and Superior cannot solve the problem, the Organisation encourages the Employee to escalate the issue upwards in the Management Hierarchy until the problem is resolved. d. Press Relations Employees should not give press statements or grant interviews to the press, television or radio on any matters connected with the Organisation, particularly on policy matters, without the prior consent of the Management.

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e. Breach of Code of Conduct, Policies, Rules and Practices An Employee who is alleged to have breached any code of conduct, rules or policies as stipulated in this document (or its addendums and revisions) shall be informed in writing and shall be entitled to 'due process' to refute the allegations and/or submit a defence. The Management shall establish a Committee to determine the actual breach(es) and the Committee may recommend to Management to impose specific disciplinary action. The Management shall decide appropriate disciplinary action to be imposed on the Employee. Disciplinary actions may range from verbal reprimand to immediate dismissal depending on the severity of the breach committed. f. HR Help line Employees having queries on HR issues may please mail at hr@idbiintech.com or call us at 39148093.

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