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VISITOR’S POLICY 1. ARRANGEMENTS FOR ENSURING THE HEALTH AND SAFETY OF VISITORS  Information And Communication Any special arrangements required by the visitor(s) must be ascertained, where practicable, before arrival. This may include bringing vehicles or other machinery or substances on to site, or providing facilities for disabled people or those with language difficulties where English is not a first language. Upon arrival the visitor(s) must complete the required details in the register/visitors' book.  Visitors must be informed of the risks to which they may be exposed whilst on site and of the emergency arrangements, including the location of assembly points. Visitors must sign out before leaving the premises and Council property must be returned, where appropriate. Any problems encountered by visitors, or by employees with regard to visitors, should be reported to a responsible person so that corrective action can be taken.  Security Arrangements And High Risk Areas Security arrangements must be adhered to when visitors enter the building. Particular care must be taken of visitors entering areas of high risk and all systems of work which are in operation, must be fully complied with. Where a visitor is required to enter an area where limitation of access arrangements apply, access must be authorised and monitored by a responsible person.  Supervision Adequate supervision must be maintained while the visitor is on site. This includes ensuring the safe handling, transport and use of any articles and substances. Supervision must also be adequate to prevent the visitor from straying into hazardous areas and exposing him or herself to danger.  Details regarding arrangements for visitors, where applicable, must be ascertained and approved before entry is permitted. Children must be accompanied by a responsible person at all times. Permission to bring children on to site must be granted by a 3 responsible person before they enter the premises. A child is someone who is under the age of 16 years.  Personal Protective Equipment Visitors will be required to use any personal protective equipment that is necessary to safeguard their health and safety.  Emergency Procedures Full details of emergency procedures must be clearly indicated to visitors before entering the premises. Where an emergency arises, measures must be taken by a responsible person to ensure that visitors are accompanied to a place of safety and that they comply with Council procedures. Visitors must be accounted for during emergency and evacuation drills.  Accidents to Visitors Accidents and near-miss incidents, which occur to visitors, must be reported and followed up, in accordance with the Council's reporting policy and procedures. Whilst the Council is not legally responsible for first-aid provision to visitors, nevertheless, the policy is to afford visitors the same access to first aid as to its employees.  Where an incident results in a visitor's admittance to hospital, he or she must be accompanied by a responsible person. Records of followup action and any subsequent communication between the visitor and the Council must be kept.  Duties of Managers Manager’s have overall responsibility for visitors who enter their areas of authority. It is a management responsibility to ensure that any problems have been adequately resolved at the earliest opportunity and before visitors are permitted to proceed with their intended activity.  Duties Of Employees Employee’s must seek approval from a responsible person before arranging for a visitor to come on to site. Employees must take responsibility for visitors in their care and should ensure that the requirements of this policy are adhered to at all times.  Additional care and attention must be taken where children or disabled people enter the premises. Employees are responsible for making safe any plant and equipment with which they have been working.  2. SUMMARY ACTION PLAN  The three most important steps to take are listed below:  • make sure that a responsible person knows the whereabouts of each visitor at all times  • make sure that all visitors are made fully aware of all the arrangements for health and safety that apply to them  • take all responsible steps to prevent visitors, including trespassers, from becoming exposed to hazards.  3. RECORDS TO BE KEPT  Records should be kept to enable all personnel on site to be accounted for, including visitors and contractors, for safety and security reasons. A primary purpose of these records is to assist in establishing the evacuation status of a premise during an emergency, for example by carrying out a roll call.  Typical records may include the following:  •Name of visitors and name and address of their employer (where relevant) or other contact point in case of emergency  • Details of visitors vehicles parked on site  • Date and time of arrival and anticipated length of visit 5  • Person or areas to be visited and identity of person responsible for the visitor  • Details of any articles or substances which the visitor has brought on to site  • Confirmation that relevant emergency procedures have been explained  • Details of any visitors who may be at greater risk, e.g. children or disabled people  • Date and time of departure. VISITORS GUIDELINES – SAFE SYSTEM OF WORK • Ascertain any special arrangements required by visitors before their arrival. This may include bringing vehicles, machinery or substances on to site or making arrangements to deal with personal needs.  • Upon arrival visitors must enter the relevant details into the register or visitors book.  • All visitors must be advised of the risks to which they may be exposed whilst on site and the emergency arrangements, including the location of assembly points.  • All security arrangements must be adhered to when visitors enter the building.  • The responsible person must ascertain from visitors any risks to themselves or others arising from their activities whilst on site.  • Visitors will be required to make full use of any personal protective equipment that is necessary to secure their health and safety.  • Where entry into areas of limited access is required, this must be authorized and monitored by a responsible person.  • All visitors must be supervised whilst on Council premises.  • Visitors must be accounted for during emergencies and evacuation drills.  • No children may enter the premises without prior knowledge and approval from an authorized person and must then be accompanied by a responsible person at all times.  • Visitors must sign out before leaving the premises.  • All hazardous areas must be suitably locked, guarded and signed as necessary to prevent unauthorized personnel from exposure to risk. Particular consideration must be given to security when the premises are unoccupied. Download PDF Document In English. (Rs.40/-)

INTERNET AND EMAIL POLICY FOR EMPLOYEES Download PDF Document In English. (Rs.50/-) Voicemail, email, and internet usage assigned to an employee's computer or telephone extensions are solely for the  purpose of conducting company business . Some job responsibilities at the company require access to the internet and the use of software in addition to the Microsoft Office suite of products. Only people appropriately authorized, for company purposes, may use the internet to access and download additional software. This authorization is generally exclusive to decisions that the information technology (IT) department makes in conjunction with human resources. Software Access Procedure Software needed in addition to the Microsoft Office suite of products must be authorized by your manager and downloaded by the IT department. If you need access to software or websites not currently on the company network, talk with your manager and consult with the IT department to explain what returns you expect to receive from the product. All reasonable requests that are not considered a network risk will be considered for you and other employees. The purpose of this policy is not to restrict employee access to products that will make you more productive. The goal is to minimize the risk to the organization's network. Company Owned Equipment Any device or computer including, but not limited to, desk phones, smartphones, tablets, laptops, desktop computers, and iPads that the company provides for your use, should be used only for company business. Keep in mind that the company owns the devices and the information on these devices. If  you leave the company for any reason , the company will require that you return the equipment on your last day of work. You may use personal electronic devices that are not connected to the company network to access any appropriate internet site during breaks and lunch. Internet Usage Internet use on company time or using company-owned devices that are connected to the company network is authorized to conduct company business only. Internet use brings the possibility of breaches of the security of confidential company information. Internet use also creates the possibility of contamination to our system via viruses or spyware. Spyware allows unauthorized people outside of the company potential access to company passwords and other confidential information. Removing such programs from the company network requires IT staff to invest time and attention that is better devoted to making technological progress. For this reason and to assure the use of work time appropriately for work, we ask staff members to limit internet use. Additionally, under no circumstances may company-owned computers or other electronic equipment, including devices owned by the employee, be used on company time at work to obtain, view, or reach any pornographic, or otherwise immoral, unethical, or nonbusiness-related internet sites. Doing so can  lead to disciplinary action  up to and including  termination of employment . Social Media Your employer understands that part of what you do in  social media  is  outreach that recruits new employees  and enhances our company brand. Many employees have social media responsibilities in their job description, including  social media marketers, tech support, and recruiters . Your employer also understands that the relationship of our employees to an online world that you spend time in 24/7 can lead to the blurring of work time and off work time. We strongly encourage you to limit the use of social media to work-related content and outreach during work hours. Additionally, you are prohibited from  sharing any confidential or protected information  that belongs to or is about the company. You are strongly encouraged not to share disparaging information that places your company or coworkers in an unfavorable light. The company's  reputation and brand should be protected  by all employees. The lives and actions of your coworkers should never be shared online. Please note the preferences of fellow employees who are parents before you use the name of their children online. In social media participation from work devices or during working hours, social media content that  discriminates against any protected classification  including  age , race, color,  religion , gender, national origin,  disability , or genetic information is prohibited. It is our company policy to also recognize sexual preference and weight as qualifying for discrimination protection. Any employee who participates in social media who violates this policy will be dealt with according to the company  harassment policy . Email Usage at the Company Email is to be used for company business only. Company confidential information must not be shared outside of the company, without authorization, at any time. You also are not to conduct personal business using the company computer or email. Please keep this in mind, also, as you consider forwarding non-business emails to associates, family or friends. Non-business related emails waste company time and attention. Viewing pornography, or sending pornographic jokes or stories via email, is considered  sexual harassment  and will be addressed according to our sexual harassment policy.  Immediate termination is the most frequent disciplinary action  that the Company may take in these cases. Emails That Discriminate Any email content that  discriminates against any protected classification  including age, race, color, religion, sex, national origin, disability, or genetic information is prohibited. It is our company policy to also recognize sexual preference and weight as qualifying for discrimination protection. Any employee who sends an email that violates this policy will be dealt with according to the harassment policy. These emails are prohibited at the company. Sending or forwarding nonbusiness emails will result in disciplinary action that may lead to  employment termination . Company Owns Employee Email Keep in mind that the company owns any communication sent via email or that is stored on company equipment. Management and other authorized staff have the right to access any material in your email or on your computer at any time. Please do not consider your electronic communication, storage, or access to be private if it is created or stored on work systems. If you need additional information about the meaning of any of this communication, please reach out to your manager or the human resources staff for clarification

EMPLOYEE REMOTE WORK POLICY ELIGIBILITY Consideration for remote work requires a written recommendation from a direct supervisor. Qualification will be determined in regards to the individual’s job duties and position. All employees may not qualify. Eligibility will be determined and finalized by Human Resources. STANDARD OFFICE RULES Remote worker must comply with all company rules and practices listed in the Employee Handbook. Guidelines for employee benefits and compensation remain the same. PILOT REVIEW PERIOD Employee is subject to a 30-day review period during which supervisor may require weekly status updates to discuss work progress and establish upcoming goals. Contract will continue permitting good standing. WORK PLAN Supervisor is encouraged to submit a formal work plan for the remote worker. The plan will identify and outline areas of responsibilities, daily tasks and measurable long term objectives. COMMUNICATION Remote worker must be available by phone and email during core company hours and present for all mandatory staff meetings. All client meetings are to be conducted on a client or company site. Any exceptions require permission from supervisor. COMPANY EQUIPMENT Necessary equipment, hardware and software for the job will be available for loan upon request. Equipment is to be used by the employee only and strictly for company-related projects. All items provided by the company must be listed in the employee’s Remote Work Guidelines, approved for off-site use and returned to the office upon request. INSURANCE COVERAGE Company is only responsible for insuring items on loan. Personally-owned equipment is covered by the individual’s homeowner’s insurance policy. LIABILITY Remote worker will be covered by worker’s compensation. Stipulations do apply. Liability is limited to injuries acquired in the employee’s designated home work area, during the agreed-upon work hours AND while performing job functions. REIMBURSABLE EXPENSES In order to receive reimbursement, employees need to have prior approval from supervisor and submit an expense report. Costs not specifically mentioned will be dealt with on a case-by-case basis, taking into account the amount and purpose of expense. The company will pay for work-related voice and data communication charges. The following costs are not reimbursable: furnishings for designated workspace, office supplies not stocked, etc. SECURITY OF INFORMATION Employee is responsible for keeping documents, sensitive business data and other work-related materials confidential and secure in the home office location. The employee must comply with the guidelines of proper use of information technology found in the Employee Handbook. TERMINATION OF AGREEMENT Both the company and the employee have the right to terminate the remote work arrangement at any time - by written or verbal notice. Failure to comply with Terms and Conditions may be cause for disciplinary action and/or termination of the agreement. Download PDF Document In English. (Rs.20/-)

SEXUAL HARRASSMENT POLICY Download PDF Document In English. (Rs.70/-) Table of Contents 1. POLICY STATEMENT .................................................................................................................. 2 2. ACRONYMS ................................................................................................................................2 3. APPLICABILITY............................................................................................................................ 2 4. SCOPE..........................................................................................................................................3 5. DEFINITIONS ...............................................................................................................................3 6. PREVENTION ACTION ................................................................................................................ 4 7. REDRESSAL COMPLAINTS COMMITTEE...................................................................................... 4 8. PROCEDURE FOR DEALING WITH COMPLAINTS........................................................................ 5 8.1 FILING OF A COMPLAINT......................................................................................................... 5 8.2 PROCESS OF ENQUIRY ............................................................................................................ 7 8.3 COMPLAINT OF SEXUAL HARASSMENT................................................................................... 9 8.4 DECISION AND ACTION.............................................................................................................9 9. DETERMINATION OF COMPENSATION...................................................................................... 11 10. PROHIBITION OF PUBLICATON OR MAKING KNOWN CONTENT OF COMPLAINT OR INQUIRY ...................................................................................................................................................... 11 11. DUTIES OF THE EMPLOYER.................................................................................................... 11 12. SEXUAL HARRASMENT AND CLIENT/PARTNERS ................................................................... 12 13. POLICY IMPLEMENTATION AND REVIEW.............................................................................. 12 14. ANNEXURES........................................................................................................................... 12 14.1 ANNEXURE I – RESPONSIBILITY OF ASSOCIATES ................................................................. 12 14.2 ANNEXURE II – GUIDELINES FOR INTERNAL COMPLAINTS COMMITTEE............................. 14 POLICY STATEMENT As a Company, we are committed to conducting and governing ourselves with ethics, transparency and accountability and to this, we have developed governance structures, practices and procedures that ensure that ethical conduct at all levels is promoted across our value chain. It is thus in acknowledgement of and consonance with these values, that we are dedicated to ensuring that the work environment at all our locations is conducive to fair, safe and harmonious relations, based on mutual trust and respect, between all the associates of the Company. We also strive to guarantee a safe and welcoming environment to all those who visit any of our locations in any capacity, such as customers, vendors etc. Discrimination and harassment of any type is strictly prohibited. We wish to promote and maintain this culture to ensure that associates of the Company do not engage in practices that are abusive in any form or manner whatsoever. The Company aims to provide a safe working environment and prohibits any form of sexual harassment. Hence any act of sexual harassment or related retaliation against or by any associate is unacceptable. This policy therefore, intends to prohibit such occurrences and also details procedures to follow when an associate believes that a violation of the policy has occurred within the ambit of all applicable regulations regarding sexual harassment. Making a false complaint of sexual harassment or providing false information regarding a complaint will also be treated as a violation of policy. All managers to ensure that they themselves as well as their team, including new joinees, are aware of the Policy on Prevention of Sexual Harassment in place and strictly adhere to it. Company will promptly investigate all complaints and take appropriate action, up to and including termination of employment. ACRONYMS Term/ Acronym Explanation HR Human Resources NGO Non-Governmental Organization RM Reporting Manager POSH Prevention of Sexual Harassment  APPLICABILITY This policy will extend to all associates of the Company including those employed on regular, temporary, ad-hoc or daily wage basis, either directly or through an agent, including a contractor, whether for the remuneration or not, or working on a voluntary basis or otherwise, whether the terms of employment are express or implied (hereinafter referred to as ―Associates‖). The policy also extends to those who are not employees of the Company, such as customers, visitors, vendors, suppliers , contract worker, probationer, trainee, apprentice or called by any other such name, but are subjected to sexual harassment at the Premises (defined hereinafter) of the Company. SCOPE The scope of the Policy is restricted to the following for all Associates: business locations of the Company any external location visited by Associates due to or during the course of their employment with the Company such as business locations of other Companies/entities, guest houses etc. any mode of transport provided by the Company (or a representative of the Company) for undertaking a journey to and from the aforementioned locations at any other location whether in India or outside India. DEFINITIONS ―Aggrieved Associate‖ means in relation to a workplace, any individual, of any age whether employed in the Company or not, who alleges to have been subjected to any act of Sexual Harassment by the associate of the Company. ―Employer‖ means in any workplace, any person responsible for the management, supervision and control of the Workplace. ―Sexual harassment" includes any unwelcome sexually determined behavior (direct or implied) such as physical contact and advances, unwelcome communications or invitations, demand or request for sexual favors, sexually cultured remarks, showing pornography, creating a hostile work environment and any other unwelcome ―sexually determined behavior‖ (physical, verbal or non-verbal conduct) of a sexual nature. ―Sexual Harassment‖ would also mean: Quid pro quo sexual harassment, which means something in return or an exchange of one thing for another. In the workplace, quid pro quo sexual harassment takes place if sexual favors are asked in exchange for any kind of special treatment on the job. Threatening an Associate about his/her present or future employment status if he/she does not consent to such sexual advances or a favor also amounts to sexual harassment. The act of asking may either be verbal or implied and the ‗sexual conduct may be verbal or physical. But, in either case, it must be unwelcome  For e.g.: Direct or implied requests or offers by any associate for sexual favors in exchange for actual or promised job benefits such as favorable reviews, salary increases, promotions, increased benefits, or continued employment constitutes sexual harassment.  Hostile work environment includes Hostile environment sexual harassment occurs when either speech or conduct of a sexual nature takes place, and is seen or perceived as offensive and interferes with the work performance of the recipient, or any one or more Associates Hostile environment sexual harassment may also include intimidating or harassing conduct that is directed at an individual, or a group of individuals It will also mean related retaliation which includes marginalizing someone in the workplace with regard to his / her roles and responsibilities, socially ostracizing, intimidating someone physically, psychologically, and emotionally or someone close to or related to the victim, to the extend the humiliation or intimidation affects the health or safety. This is only an indicative list of the possible acts which could be treated as sexual harassment and is in no way intended to be construed as an exhaustive list. In countries where local laws / regulations have clearly defined ‗sexual harassment‘ and procedure to address any complaint relating to it, the interpretation of ‗sexual harassment‘ & the investigation procedure shall be guided in accordance with the local laws / regulations as applicable.  PREVENTION ACTION The Company will take reasonable steps to ensure prevention of sexual harassment at work which may include circulating applicable policies and other relevant information to all associates, including to all new joinees. All new joinees and existing associates of the organization are required to undertake the certification on the Policy on Prevention of Sexual Harassment at regular intervals as per local laws.  REDRESSAL COMMITTEE The Company shall have an Internal Complaints Committee (―Committee‖) at all locations, to specifically address any complaints of sexual harassment. The Committee will be constituted by the Company and would be headed by a Presiding Officer, who shall be a woman Associate employed at a senior level at workplace from amongst the Associates. In case the senior level officer is not available, Presiding Officer shall nominate the senior level officer from other locations. . The Internal Complaints Committee shall comprise of the following members: Not less than two member shall amongst Associates preferably committed to the cause of women or who have had experience in social work or have a legal knowledge; and One member from amongst non-governmental organization or associations committed to the cause of women or a person familiar with the issues relating to sexual harassment Provided that, at least one-half of the total members so nominated shall be women In addition to handling complaints of sexual harassment, the committees will also co-ordinate preventive activities to create a sexual harassment free atmosphere via: Common Information mailers Floating Articles on the same, from time to time display at any conspicuous place in the workplace, the penal consequences of sexual harassments; and the order constituting, the Committee; and organize workshops and awareness programmes at regular intervals for sensitizing the Associates with the provisions of the Act and orientation programmes for the members of the Committee in the manner as may be prescribed The Presiding Officer and every Member of the Committee shall hold office for a period not exceeding three years, from the date of their nomination. Inclusion or removal of Committee Members shall be on the following grounds: contravention of the Policy or the legal provisions of the act; or has been convicted for an offence or an inquiry into an offence under any law for the time being in force in pending against him; or has been found guilty in any disciplinary proceedings or a disciplinary proceedings is pending against him; or has so abused his positions as to render his continuance in office prejudicial to the public interest or Provided that the same has to be approved by Company. The committee members, unit HR representatives and reporting managers will be provided necessary training inputs to handle such issues effectively and with the required sensitivity and concern. PROCEDURE FOR DEALING WITH COMPLAINTS FILING OF A COMPLAINT If any Associate believes that (s)/he has been subjected to sexual harassment, such Aggrieved Associate may file a written complaint with any member of the Committee or send an email to XXXXXXXXXXXXX.com , within three (3) months from the date of incident or in case of series of incidents, within a period of three (3) months from the date of last incident and within 180 calendar days for ex-employees of the Company and in case of a series of incidents, within a period of three months from the date of last incident. The Committee for the reasons to be recorded in writing extend the time limit not exceeding three months, if it is satisfied that the circumstances were such which prevented the Aggrieved Associate from filing a complaint within the said period. In case the complaint cannot be made in writing the Presiding Officer or any member of the Committee, as the case may be, shall render all reasonable assistance to the Aggrieved Associate for making the complaint in writing. Where the Aggrieved Associate is unable to make a complaint on account of its physical or mental incapacity or death or otherwise, their legal heir and in case of a woman the complaint can be made by such other person, as per the definition provided herein under Article [8.3], as may be prescribed may make a complaint under this Policy. The Committee may, before initiating an inquiry and at the request of the Aggrieved Associate take steps to settle the matter between the Aggrieved Associate and the respondent through conciliation, provided that no monetary settlement shall be made as a basis of conciliation. Where a settlement is arrived, no further inquiry shall be conducted by the Committee, as case may be. The Committee shall provide the copies of the settlement as recorded to the Aggrieved Associate, respondent and the Company, for records. In case the conciliation fails to arrive at a settlement or if the Aggrieved Associate informs the Committee that the terms and conditions of the settlement have not been complied with by the respondent, the Committee shall proceed to make an inquiry into the complaint filed before the Committee. Complaints brought after that time period will not be pursued absent extraordinary circumstances. The determination of whether the complaint was timely or whether extraordinary circumstances exist to extend the complaint period must be made by the Committee in conjunction with the Legal team of the Company. Every attempt will be made to get the Aggrieved Associate to provide the complaint in writing. The complaint shall include the circumstances giving rise to the complaint, the dates of the alleged occurrences, and names of witnesses, if any. The complaint shall be signed by the Aggrieved Associate. Complaints made anonymously or by a third party must also be investigated to the extent possible. Where the Aggrieved Associate is unable to make a complaint on account of her/his physical or mental incapacity or death or otherwise, her/his legal heir or such other person as may be prescribed may make a complaint within 3 months of the incident. If the complaint does not rise to the level of sexual harassment, the Committee may determine to dismiss the complaint without further investigation after consultation with Legal Team. PROCESS OF ENQUIRY The Committee will ask the Aggrieved Associate to prepare a detailed statement of incidents/allegations. The Aggrieved Associate may be required to submit six (6) copies of the complaint along with supporting documents and the names and addresses of the witnesses.   The statement of allegations will be shared with the respondent within seven (7) working days. The respondent will be asked to prepare a response to the statement of allegations, along with the list of documents and names and addresses of the witnesses and submit to the Committee within a period not exceeding ten (10) working days. . The statements and other evidence obtained in the inquiry process will be considered confidential. The Committee will organize verbal hearings with the complainant and the respondent, in accordance with the principle of natural justice. During the course of inquiry, the Committee shall make a copy of the findings available to both the Parties enabling them to make representations against the findings before the Committee. The Committee will take testimonies of other relevant persons and review the evidence wherever necessary. The committee should ensure that sufficient care is taken to avoid any retaliation against the witnesses. During the inquiry process, the complainant and the respondent shall refrain from any form of threat, intimidation or influencing of witnesses. The committee will conduct inquiry in accordance with the practices of natural justice, i.e. the Complainant will be offered to the respondent for cross-examination and vice versa. The Committee will arrive at a decision after carefully and fairly reviewing the circumstances, evidence and relevant statements. The Committee will ensure confidentiality during the inquiry process and will ensure that in the course of investigating a complaint:  Both parties will be given reasonable opportunity to be heard along with witnesses and to produce any other relevant documents;  Upon completion of the investigation, both parties will be informed of the results of the investigation. The Committee will be empowered to do all things necessary to ensure a fair hearing of the complaint including all things necessary to ensure that victims or witnesses are neither victimized nor discriminated against while dealing with a complaint of sexual harassment. In this regard the Committee will also have the discretion to make appropriate interim recommendations in relation to a respondent person (pending the outcome of a complaint) including suspension, transfer, leave, change of work location etc. The Committee shall have the right to terminate the inquiry proceedings or to give ex-parte decision on the complaint, if the Aggrieved Associate or respondent fails, without sufficient cause, to present herself or himself for three consecutive hearing convened by the Presiding officer, provided fifteen (15) days advance notice is provided to the party concerned, provided that such termination or ex-parte order may not be passed without giving a notice in writing, fifteen days in advance, to the party concerned. . The investigation into a complaint will be conducted in such a way as to maintain confidentiality to the extent practicable under the circumstances. For the purpose of making an inquiry, the Committee shall have the same powers as are vested in the civil court under Code of Civil Procedure, 1908. The committee will investigate and prepare an enquiry report with recommendations within ninety (90) days. The parties to the complaint shall not be allowed to bring in any legal practitioner to represent them in their case at any stage of the proceedings before the Committee. In conducting the inquiry, a minimum of three members of the Committee including the Presiding Offer, shall be present for the hearing or participate through audio calls. COMPLAINT OF SEXUAL HARASSMENT For the purpose of Article 8.1: Where the Aggrieved Associate is unable to make a complaint on account of his/her physical incapacity, a complaint may be filled by His/her relative or a friend; or His/her co-worker; or an officer of National Commission for Woman or State Women ‘s Commission; or any person who has knowledge of the incident, with the written consent of the Aggrieved Associate;  Where the Aggrieved Associate is unable to make a complaint on account of his/her mental incapacity, a complaint may be filled by: His/her relative or friend; or a special educator; or a qualified psychiatrist or psychologist or The guardian or authority under whose care he/she is receiving treatment or care; or any person who has knowledge of the incident jointly with his/her relative or friend or a special educator or qualified psychiatrist or psychologist or guardian or authority under whose care he/she is receiving treatment or care;  Where the Aggrieved Associate for any other reason is unable to make a complaint, a complaint may be filed by any person who has knowledge of the incident, with the written consent of the Aggrieved Associate; Where the Aggrieved Associate is dead, a complaint may be filled by any person who has knowledge of the incident, with the written consent of the legal heir of the Aggrieved Associate. DECISION AND ACTION During the pendency of inquiry, on a written request made by the Aggrieved Associate, the Committee, may recommend to the Company to - transfer the Aggrieved Associate or the respondent to any other workplace; or grant leave to the Aggrieved Associate; or grant such other relief to the Aggrieved Associate as may be prescribed. The leave granted to the Aggrieved Associate under this section shall be in addition to the leave he/she would be entitled to otherwise if the case is proved. Once the investigation is completed, the Committee shall provide a report of its findings to the Company, within ten (10) days from the date of completion of the inquiry and such report shall be made available to the concerned parties. The Company shall act upon the recommendation of the Committee with sixty (60) days of receipt of the report of the Committee. The Committee shall make a determination will be made regarding the validity of the harassment allegations. If it is determined that the harassment has not occurred, it shall recommend to the Company that no action is required to be taken in this matter. If it is determined that harassment has occurred; prompt, remedial action will be taken. The Committee will share the investigation details and the findings thereof with the appropriate functional Head HR and agree on the applicable disciplinary action. This may include some or all of the following: Restore any lost terms, conditions or benefits of employment to the Aggrieved Associate. Discipline the respondent. This discipline can include deduction from the salary or wages the amount to be paid to the Aggrieved Associate, demotion, suspension, and termination. The disciplinary action will be carried out by the concerned HR department. Such disciplinary action may even include transfer, demotion or termination. All related documents will be maintained in the associate‘s folder, ensuring confidentiality. This policy shall not, however, be used to raise malicious complaints. If a complaint has been made in bad faith, as demonstrated by clear and convincing evidence, disciplinary action which may include demotion, suspension or termination will be taken against the person raising the complaint. The Presiding Officer will share the details of all complaints received and redressed with the Corporate Ombudsman on a quarterly basis. As per the provisions of ―The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, the employer shall include in its report the number of cases filed, if any, and their disposal under this Act in the annual report of the Company or where no such report is required to be prepared, intimate such number of cases, if any, to the district officer. DETERMINATION OF COMPENSATION For the purpose of determining the sums to be paid to the Aggrieved Associate, the Committeeshall have to regard the following:  the mental trauma, pain, suffering and emotional distress caused to the Aggrieved Associate; the loss in the career opportunity due to the incident of sexual harassment; medical expenses incurred by the victim for physical or psychiatric treatment; the income and financial status of the respondent; and feasibility of such payment in lump sum or in instalments PROHIBITION OF PUBLICATION OR MAKING KNOWN CONTENT OF COMPLAINT OR INQUIRY The contents of the complaint made under the Policy, identity and addresses of the Aggrieved Associate, respondent and witnesses, any information relating to conciliation and inquiry proceedings, recommendations of the Committee and the action taken by the Company shall not be published, communicated or made known to the public, press and media in any manner: Provided that information may be disseminated regarding the justice secured to any victim of sexual harassment without disclosing the name, address, identity or any other particulars calculated to lead to the identification of the Aggrieved Associate, respondent and witnesses.  DUTIES OF THE EMPLOYER The Company shall— provide a safe working environment at the workplace which shall include safety from thepersons coming into contact at the workplace; display at any conspicuous place in the workplace, the penal consequences of sexual harassments organize workshops and awareness programmes at regular intervals for sensitizing theAssociates with the provisions of the Act and orientation programmes for the members of the Committee in the manner as may be prescribed; provide necessary facilities to the Committee for dealing with the complaint and conducting an inquiry;  assist in securing the attendance of respondent and witnesses before the Committee; make available such information to the Committee as it may require having regard to the complaint made; provide assistance to the Aggrieved Associate if he/she so chooses to file a complaint against the respondent in relation to the offence under the Indian Penal Code or any other law for the time being in force; cause to initiate action, under the Indian Penal Code or any other law for the time being in force, against the perpetrator, or if the Aggrieved Associate so desires, where the perpetrator is not an Associate, in the workplace at which the incident of sexual harassment took place;  treat sexual harassment as a level 3 misconduct under the disciplinary policy of the Company and initiate action for such misconduct; monitor the timely submission of reports by the Committee. SEXUAL HARRASMENT AND CLIENT/PARTNERS The Company encourages its clients/partners to have a commitment to a sexual harassment free working atmosphere within their Companies. The Company may play a facilitating role in redressal of complaints of sexual harassment in such circumstances.  POLICY IMPLEMENTATION AND REVIEW The policy will be implemented and reviewed by the HR department. The Company reserves the right to amend, abrogate, modify, rescind / reinstate the entire policy or any part of it at any time. 14.ANNEXURE 14.1 ANNEXURE I – RESPONSIBILITY OF ASSOCIATES The below is only an indicative list of basic Do ‘s and Don‘ts and is in no way intended to be construed as an exhaustive list. Do’s Know TechM‘s Policy on Prevention of Sexual Harassment Be aware of inappropriate behaviours and avoid the same. Say ―NO‖ if asked to go to places, do things or participate in situations that make you uncomfortable. Trust your instincts. Walk away from uncomfortable situations. Say ―NO‖ to offensive behaviour as soon as it occurs. Refrain from taking discriminatory actions or decisions which are contrary to the spirit of this policy. Maintain confidentiality regarding any aspect of an inquiry to which they may be party to. Don’ts Verbal harassment: Sexually suggestive comments or comments on physical attributes. Offensive language that insults or demeans a colleague, using terms of endearment. Singing or humming vulgar songs. Requests for sexual favours, sexual advances, coerced acts of a sexual nature. Requests for dates or repeated pressure for social contact. Discussing sexual activities, sexual prowess or intruding on the privacy of an associates. Sexually coloured propositions, insults or threats. Graffiti in the office premises. Nonverbal harassment: Offensive gestures, staring, leering or whistling with the intention to discomfort another. Even if not directly done to a individual, uttering a word, making a gesture or exhibiting any object with the intention that such word, gesture, or object be heard or seen by associates. Sounds, gestures, display of offensive books, pictures, cartoons, magazines, calendars or derogatory written materials at one ‘s workplace. Showing or mailing pornographic posters, Internet sites, cartoons, drawings. Suggestive letters, phone calls, SMS, electronic instant messaging or e-mail messages. Physical harassment: Physical contact or advances. Intentional touching of the body, e.g. Hugs, kisses, brushing, fondling, pinching etc. that make others uncomfortable. Any displays of affection that make others uncomfortable or are inappropriate at the workplace. 14.2.  ANNEXURE II – GUIDELINES FOR INTERNAL COMPLAINTS    COMMITTEE Role of the Committee: Review the complainant ‘s complaint in a fair and objective manner Help the complainant and the respondent find a way of solving the problem Determine the facts of the case with the individuals concerned and the witnesses, if any, and prepare a report with the findings Be bound in the principle of natural justice and be unbiased in their evaluation

ANTI-DISCRIMINATION POLICY Introduction [Name of Organisation] endorses diversity, supports equal rights, and does not advocate, support or practice discrimination based on race, religion, age, national origin, language, sex, sexual orientation, or mental or physical handicap, whether covered by applicable legislation or not, except where affirmative action may be required to redress individual or social handicaps of people from disadvantaged groups. Purpose This document sets out  [Name of Organisation]’s policy against such discrimination The governance structures, responsibilities and processes that have been established to give effect to that policy.  Policy [Name of Organisation] does not advocate, support or practice discrimination based on race, religion, age, national origin, language, sex, sexual orientation, or mental or physical handicap or any other personal attribute protected by law, except where affirmative action may be required to redress individual or social handicaps. [Name of Organisation] will make all reasonable accommodations to allow people who experience difficulties in their dealings with the organisation to benefit equally from its work. Authorisation <><>[Name of Organisation] Download PDF Document In English. (Rs.15/-)

Employee Business Expense/ Reimbursement Policy As an employee of [Company name], you may sometimes purchase items or services that are work-related. In many cases, we will reimburse you in part or in full. Our business expense/ reimbursement policy defines eligible expenses as well as the process for receiving reimbursement. The policy: [Company name] is committed to providing for the work-related needs of its employees. Where applicable, [Company name] will directly pay for items or services on behalf of employees. Employees who spend their own money for work-related items or services and can provide adequate proof of their spending within 30 days will be eligible for a partial or full reimbursement.  The scope: This policy applies to all full-time and part-time employees and interns. Expenses incurred by independent contractors will be reviewed on a case-by-case basis. Reimbursable expenses: [Company name] will reimburse employee expenses that are related to: Business travel and accommodation Local transportation Relocation costs Conferences, education, and training Office supplies Approved work-related outings, meals, or entertainment* *These expenses must be approved prior to purchase to guarantee reimbursement. If your manager or HR does not deem them appropriate or necessary for work, the expense will not be reimbursed.  If you are at any time unsure about whether an expense can be reimbursed, always ask your direct supervisor or HR. Non-reimbursable expenses: [Company name] will not reimburse the following expenses: Any non-work-related personal purchases Lost personal property Unauthorized upgrade on a flight, accommodation, or other service Expenses incurred by spouses or other non-employees Meals or entertainment during unauthorized business meetings Fines incurred while driving a company vehicle The above lists are not exhaustive. If you are at any time unsure about whether an expense can be reimbursed, always ask your direct supervisor or HR. Reimbursement procedure: Keep all original receipts for reimbursable expenses.  Upload a clear copy of each receipt to [name of expense software] within thirty (30) days. Select the correct tax percentage (%) for your province. Make sure the date of the expense is accurate.\ Select the appropriate category for the expense (i.e. advertising, IT, office supplies, travel, recruiting, or entertainment.) Note: All meals go in the entertainment  category Write any additional notes or details of the expense Failing to meet any of these requirements may delay your reimbursement. Download PDF Document In English. (Rs.20/-)

Separation Policy The Separation Policy defines set procedures for handling all aspects of employee resignation or termination. It is aimed to ensure smooth separation of the Employees from the organization.  When an employee decides to separate from the organization it is essential to identify and analyse the reasons of employee separation & also to try and retain good performers. The Exit process is applicable to employees. Exit Formalities are not applicable to any person who is associated with the organization for the completion of a particular project. Exit Types:  Employee Initiated (Normal Resignation) – Employee decides to separate from the organization and submits his/her resignation.  Process flow for employee initiated Employee will tender his/her resignation to the IRA, IRA will in turn discuss the same with his/her reporting authority/HR and revert to the employee.  Prior to the employees last working day, he/she needs to complete all exit related formalities. On completion of the formalities by the exited employee, the full & final settlement is initiated and the employee receives the relieving letter. Refer to handover checklist appended below. The Full and Final amount is paid to the employee within 45 days after recovering all advances/outstanding dues, if any, together with a relieving letter on completion of all formalities with regard to exit. The employee is expected to serve his full Notice Period.  Waiving of Notice Period or its adjustment against leave accrual is at the discretion of the organisation. Completion of full and final settlement and release of relieving letter will be subject to the concerned employee having completed handing over formalities to the satisfaction of his immediate reporting authority and having obtained clearance from all concerned departments as given in the clearance form. Employer Initiated (Asked to Go or Termination) Asked To Go – Due to breach of code of conduct or performance related concerns the organization may initiate disciplinary process leading to employee separation. The employee needs to complete all exit formalities & leave the organization with immediate effect without serving notice period. In such cases employee does not receive a relieving letter, only termination of service letter is provided, whereas Full & Final settlement is carried out post the last working day. Incase an RM is exiting from the system (be it employee or employer initiated) before the completion of 6 months, As VP / AVP approval is a must along with IRA approval. VP approval is a must to process the exit.   Retirement  In such cases employee receives relieving letter and Full & Final settlement is carried out according to the policy on the last date of his service. Key points: In any type of Exit mentioned above the employee’s IRA has to immediately inform HR-department and concern VP on submission of written resignation to him/her.  In Case an employee is not reporting to the branch for consecutive 3 days without informing his/her IRA / TM / AM. This should be informed to the HR on immediate basis. HR in turn will issue an absconding notice to the employee. Salary of such cases will be kept on hold till further revert from the employee and his IRA.  Escalation Matrix (HR operations): Escalation Matrix Local/Regional HR [Immediately after resignation/exit] Corporate  HR/AVP HR [Case beyond 50 days] Head HR [Case beyond 70 days] Flow Chart: In any type of Exit IRA has to inform HR dept immediately after written resignation submission to him/her by an employee.  Applicability: Exit formality   applies to all the employees on the payroll of IIFL. The employee who wishes to separate from the organisation is expected to serve notice period as per appointment letter.    Responsibility of the Immediate Reporting Authority in charge (IRA): The Immediate Reporting Authority (IRA) will inform his/her AVP/ VP of the employee’s exit and seek their approval for the same immediately after the resignation along with tentative last working day. The IRA should inform the HR department via email immediately after the resignation from employee. Email should indicate the name of the exiting employee, employee code, date of resignation, likely/Actual exit date, leave details, notice period details, Recovery detail( if any)  and reason for leaving. Format to intimate HR team about employee exit: Emp. Code Emp. Name Date of Resignation Date of Leaving Reason For Leaving  Recovery details(If Any) Leaves Taken Notice Period Served Yes/NO Notice Period Deduction Days FNF to be processed Yes/NO Relieving Letter to be processed Yes/NO                         Ensure that the exit formality i.e. exit form is properly filled and duly signed by either IRA/TM/AM/AVP/VP, is sent to HR dept before the final exit date. The IRA should ensure that the job responsibilities are handed over to the replacement /other suitable employee if any.  The IRA must ensure that the assets & belongings of the company (Simcard, Laptop, mobile, data card etc) that are in the possession with the employee are taken back on or before his/her last day of working in company.  The IRA should ensure that exiting employee’s application login id (Wire ID, TTADV, TT browser, GL exe, I-win, Access Card etc) gets blocked. He should get clients de-mapped from his/her employee ID in case of relationship Manager & signoff client ledger at the Branch level.  Recover any loss from the employee. Get the branch audited in case of gold loan. On the employee’s last working day, the IRA is required to mail the “Activation department” and get the exiting employee’s TT Manager/dealer ID blocked permanently at the branch level.  In case of Absconding/employee not contactable IRA should fill the exit form and submit to HR with “Emp. Absconding “remarks in place of employee’s signature. Responsibility of HR:  HR must receive exit request from immediate reporting authority (IRA) along with VP approval, post which exit will be updated in the system which will also deactivate the exit employee’s Iwin. It is mandatory for the exit form to be submitted to the HR team to process the full & final settlement of an employee. Post receiving exit request from IRA, HR will notify the same to the concerned VP in advance (before LWD) to obtain required approval within   The exit form will be checked by HR team for completion, same will not be accepted in case the form is incomplete or HOD approval is not received for the exit. Exit form will be sent back to the concerned IRA.   Please note that, relieving letter can only be issued to exiting employee only on having approval from his/her AVP/VP and after ensuring that all exit formalities have been completed. Exit Interview:  In case an employee resigns it is mandatory to conduct an exit interview. Same needs to be conducted as per the matrix attached. Exit interview data needs to be captured in the format provide below. In case any negative feedback is provided by the employee same needs to be captured & sent to the RHR on the same day & post receiving clearance from RHR exit to be marked. RHR in turn will investigate and in case of any issues, same will be highlighted to Head HR Operation / Head Recruitment. Exit interview will be conducted by RHR upto Senior Manager level.  Assistant Vice President and Associate Vice President exit interview will be taken by Head HR Operation / Head Recruitment. Above Vice President level exit interview will be taken by Head HR Operation / Head Recruitment/Head HR. For the employer initiated separation, an exit interview may not be necessary but all the other formalities need to be completed. General Guidelines (Notice Period, Handover & Others) Notice period: The notice period is provided to assist with the handover of charge/ responsibilities to the next incumbent.  In the case of an employee initiated Resignation, the employee is required to serve required notice period.  For all purposes, the date of intimation of resignation will be the start date for computing the notice period duration. The period of the notice period shall be as per the details mentioned in the appointment letter or any modification made therein by a management order or last grade as applicable. In the absence of any notice given or part notice given, then an employee is liable to pay   (for shortfall in Notice period on a pro rata basis of gross salary)  Notice period may be waived in full or part based on the discretion of the management as per recommendation received from the IRA & HOD. Handover: Handover should be given to the concerned employee nominated by the IRA in order to continue with smooth business operations with all clients & within the branch. Employees dealing with clients are required to inform his/her clients of their exit move from the company and should give the contact information of the incumbent (New RM) or IRA who will be handling their accounts. Not doing so, may impact the FNF process. A follow up and communication by the new RM should be made to all clients keeping the Branch manager informed. Relationship Managers have to inform the Branch manager and get his/her clients de-mapped from his/her employee id.  Others: Once HR receives intimation of an employee’s resignation, his/her salary for the last / current month will be stopped and released with the final settlement. The resigned employee is required to update all leave details and clear off any outstanding dues towards (any) company loan, Advance expenses claim or any salary advance prior to date of leaving. Employees granted ESOPs are required to purchase the shares due to them before the last date of service with the company. In the absence of such purchase, the employee would lose all rights on the ESOPs granted.  An employee serving his / her notice period will not be entitled to any subsequent salary revision including any benefits that would be applicable with retrospective effect. Date of leaving change should not be done in backdate, in case of valid reason for Back date DOL, concern VP and HR Operation Head approval would be require. The following formalities will be followed in case of an employee’s death while in employment with the company: The date of death will be construed as the last date of employment. The date of death will be as specified on the death certificate. The salary in this case will be computed for the last month up to and including the last date of employment and will be credited to the deceased employee’s salary account or to (or his / her nominee account). Full & Final Settlement:   Full & Final settlement will be processed post completion of exit formalities. Calculation will be done based on number of days notice period is served, number of leave taken & leave adjustment recovery if any. The entire payment is done in the month following the exit month subject to recovery of mobile bill, meal voucher, Petty cash, Loan EMI, BVC, Company asset damages, fee, credit card etc.  Full and Final settlement should be done for all exit cases, like voluntary or company initiated. IRA/Accounts/Admin should inform HR about the expected recovery (if any) before Final settlement. Download PDF Document In English. (Rs.35/-)

OPEN DOOR POLICY Scope This policy applies to all employees. Policy The essence of Open-Door Policy is open communication in an environment of trust and mutual respect that creates a solid foundation for collaboration, growth, high performance, and success across the company. It provides for a work environment where: • Open, honest communication between managers and employees is a daily business practice. • Employees may seek counsel, provide or solicit feedback, or raise good faith concerns within the company. • Managers hold the responsibility for creating a work environment where employees’ input is welcome, advice is freely given, and issues are raised early and candidly without fear of retaliation when shared in good faith. Any attempt to block access, threaten, or retaliate against an employee who, in good faith, is trying to communicate a concern or provide input is a violation of the Open-Door Policy, and is subject to disciplinary action, up to and including possible termination. Grievance Policy If you have a question or wish to discuss a possible violation, you should first discuss it with those in your management chain. If for any reason you are not comfortable discussing issues with those in your management chain or human resources, or if no action is taken when you raise a concern, please contact the Ethics and Compliance Office at xxxxxxxx@xxx.com Download PDF Document In English. (Rs.15/-)

FRAUD POLICY BACKGROUND  The corporate fraud policy is established to facilitate the development of controls that will aid in the detection and prevention of fraud against ABC Corporation. It is the intent of ABC Corporation to promote consistent organizational behaviour by providing guidelines and assigning responsibility for the development of controls and conduct of investigations. SCOPE OF POLICY This policy applies to any irregularity, or suspected irregularity, involving employees as well as shareholders, consultants, vendors, contractors, outside agencies doing business with employees of such agencies, and/or any other parties with a business relationship with ABC Corporation (also called the Company). Any investigative activity required will be conducted without regard to the suspected wrongdoer’s length of service, position/title, or relationship to the Company. POLICY  Management is responsible for the detection and prevention of fraud, misappropriations, and other irregularities. Fraud is defined as the intentional, false representation or concealment of a material fact for the purpose of inducing another to act upon it to his or her injury. Each member of the management team will be familiar with the types of improprieties that might occur within his or her area of responsibility and be alert for any indication of irregularity. Any irregularity that is detected or suspected must be reported immediately to the Director of _____________, who coordinates all investigations with the Legal Department and other affected areas, both internal and external. ACTIONS CONSTITUTING FRAUD The terms defalcation, misappropriation, and other fiscal irregularities refer to, but are not limited to: • Any dishonest or fraudulent act • Misappropriation of funds, securities, supplies, or other assets • Impropriety in the handling or reporting of money or financial transactions • Profiteering as a result of insider knowledge of company activities • Disclosing confidential and proprietary information to outside parties • Disclosing to other persons securities activities engaged in or contemplated by the company • Accepting or seeking anything of material value from contractors, vendors, or persons providing services/materials to the Company. Exception: Gifts less than $50 in value. • Destruction, removal, or inappropriate use of records, furniture, fixtures, and equipment; and/or • Any similar or related irregularity OTHER IRREGULARITIES Irregularities concerning an employee’s moral, ethical, or behavioural conduct should be resolved by departmental management and the Employee Relations Unit of Human Resources rather than the _________________ Unit. If there is any question as to whether an action constitutes fraud, contact the Director of ______________ for guidance. INVESTIGATION RESPONSIBILITIES The ____________ Unit has the primary responsibility for the investigation of all suspected fraudulent acts as defined in the policy. If the investigation substantiates that fraudulent activities have occurred, the ______________ Unit will issue reports to appropriate designated personnel and, if appropriate, to the Board of Directors through the Audit Committee. Decisions to prosecute or refer the examination results to the appropriate law enforcement and/or regulatory agencies for independent investigation will be made in conjunction with legal counsel and senior management, as will final decisions on disposition of the case. CONFIDENTIALITY  The ______________ Unit treats all information received confidentially. Any employee who suspects dishonest or fraudulent activity will notify the _____________ Unit immediately, and should not attempt to personally conduct investigations or interviews/interrogations related to any suspected fraudulent act (see REPORTING PROCEDURE section below). Investigation results will not be disclosed or discussed with anyone other than those who have a legitimate need to know. This is important in order to avoid damaging the reputations of persons suspected but subsequently found innocent of wrongful conduct and to protect the Company from potential civil liability. AUTHORIZATION FOR INVESTIGATING SUSPECTED FRAUD Members of the Investigation Unit will have: • Free and unrestricted access to all Company records and premises, whether owned or rented; and • The authority to examine, copy, and/or remove all or any portion of the contents of files, desks, cabinets, and other storage facilities on the premises without prior knowledge or consent of any individual who might use or have custody of any such items or facilities when it is within the scope of their investigation. REPORTING PROCEDURES Great care must be taken in the investigation of suspected improprieties or irregularities so as to avoid mistaken accusations or alerting suspected individuals that an investigation is under way. An employee who discovers or suspects fraudulent activity will contact the _____________ Unit immediately. The employee or other complainant may remain anonymous. All inquiries concerning the activity under investigation from the suspected individual, his or her attorney or representative, or any other inquirer should be directed to the Investigations Unit or the Legal Department. No information concerning the status of an investigation will be given out. The proper response to any inquiries is: “I am not at liberty to discuss this matter.” Under no circumstances should any reference be made to “the allegation,” “the crime,” “the fraud,” “the forgery,” “the misappropriation,” or any other specific reference. The reporting individual should be informed of the following: • Do not contact the suspected individual in an effort to determine facts or demand restitution. • Do not discuss the case, facts, suspicions, or allegations with anyone unless specifically asked to do so by the Legal Department or ____________ Unit. TERMINATION  If an investigation results in a recommendation to terminate an individual, the recommendation will be reviewed for approval by the designated representatives from Human Resources and the Legal Department and, if necessary, by outside counsel, before any such action is taken. The ___________ Unit does not have the authority to terminate an employee. The decision to terminate an employee is made by the employee’s management. Should the _____________ Unit believe the management decision inappropriate for the facts presented, the facts will be presented to executive level management for a decision. ADMINISTRATION  The Director of ___________ is responsible for the administration, revision, interpretation, and application of this policy. The policy will be reviewed annually and revised as needed. APPROVAL ________________________________  _______________ (CEO/Senior Vice President/Executive) Date Download PDF Document In English. (Rs.50/-)

The Policy of the Government on the issue of Child Labour The National Policy on Child Labour declared in August, 1987, contains the action plan for tackling the problem of Child Labour.  It envisages:  • A legislative action plan:  The Government has enacted the Child Labour (Prohibition & Regulation) Act, 1986 to prohibit the engagement of children in certain employments and to regulate the conditions of work of children in certain other employments.  • Focusing and convergence of general development programme’s for benefiting children wherever possible, A Core Group on convergence of various welfare schemes of the Government has been constituted in the Ministry of Labour & Employment to ensure that, the families of the Child Labour are given priority for their upliftment.  • Project-based action plan of action for launching of projects for the welfare of working children in areas of high concentration of Child Labour.  Legislative Policy adopted by Government for eradication of Child Labour following steps have been taken  Prevention :   Child Labour (Prohibition & Regulation) Act, 1986 prohibits employment of children below the age of 14 years in 18 occupations and 65 processes.   The onus of enforcement of the provisions of the Act lies with the State Governments as envisaged in Section 2 of the Act.   The Union of India monitors the enforcement from time to time. Special drives on enforcement and awareness generation are also launched from time to time.  Rescue & Repatriation:  • During inspections and raids conducted under CLPRA, Child Labour are identified, rescued and rehabilitative measures are set forth in motion by way of repatriation, in case of migrant Child Labour, and providing bridge education with ultimate objective of mainstreaming them into the formal system of education. Besides pre-vocational training is also provided to the rescued children. The convergence strategy of Ministry of Labour for eradication of child labour  A Core Group on convergence of various welfare schemes of the Government has been constituted in the Ministry of Labour & Employment to ensure that, the families of the Child Labour are given priority for their upliftment. Considering poverty and illiteracy are the root cause for Child Labour Government is following, educational rehabilitation of the children has to be supplemented with economic rehabilitation of their families so that they are not compelled by the economic circumstance to send their children to work. Ministry is taking various pro-active measures towards between schemes of different Ministries like,  • Ministry of Women and Child Development for supplementing the efforts of this Ministry in providing food and shelter to the children withdrawn from work through their schemes of Shelter Homes, etc.  • Ministry of Human Resource Development for providing Mid-day meal to the NCLP school children, teachers training, supply of books, etc under Sarva Shiksha Abhiyan and mainstreaming of NCLP children into the formal education system.  • Convergence with Ministries of Rural Development, Urban Housing and Poverty Alleviation, Panchyati Raj for covering these children under their various income and employment generation scheme for their economic rehabilitation.  • In each State one officer from the State Department of Labour has been nominated as Anti Human Trafficking Unit (AHTU) to act as link officer for co-ordinating with Ministry of HRD in that state for prevention of trafficking of children. CBI is the nodal anti trafficking agency.  • Convergence with Ministry of Railways for generating awareness and restricting trafficking of children.  Further the Ministry is implementing a pilot Project Converging Against Child Labour – support for India’s Model in collaboration with International Labour Organization, SRO Delhi funded by US Department of Labour with the objective to contribute to the prevention and elimination of hazardous child labour, including trafficking and migration of children for labour. The Project is covering two districts each in Bihar, Jharkhand, Gujarat, Madhya Pradesh, and Orissa for duration of 42 months. USDOL Donor Contribution of US$ 6,850,000   The Railway staff is also sensitized on dealing with suspected migrant and trafficked children.  Government is taking various proactive measures towards convergence of schemes of different Ministries like Ministries of Human Resource Development, Women & Child Development, Urban Housing & Rural Poverty Alleviation, Rural Development, Railway, Panchayati Raj institutions etc. so that Child Labour and their families get covered under the benefits of the schemes of these Ministries.  Project-based action plan of action for the welfare of working  With regard to educational rehabilitation, the Government is implementing National Child Labour Project Scheme (NCLP) in 266 Child Labour endemic districts in 20 States. Presently about 7311 special schools are in operation with enrolment of 3.2 lakh children. Under the Scheme, about 8.95 lakh children have been mainstreamed into formal system since inception  The NCLP Scheme was started in 1988 to rehabilitate Child Labour in pursuance of National Child Labour Policy. The Scheme seeks to adopt a sequential approach with focus on rehabilitation of children working in hazardous occupations & processes in the first instance. Under the Scheme, after a survey of Child Labour engaged in hazardous occupations & processes has been conducted, children are to be withdrawn from these occupations & processes and then put into special schools in order to enable them to be mainstreamed into formal schooling system.  Objective of the Scheme:   This is the major Central Sector Scheme for the rehabilitation of Child Labour.   The Scheme seeks to adopt a sequential approach with focus on rehabilitation of children working in hazardous occupations & processes in the first instance.   Under the Scheme, survey of Child Labour engaged in hazardous occupations & processes has been conducted.   The identified children are to be withdrawn from these occupations & processes and then put into special schools in order to enable them to be mainstreamed into formal schooling system.   Project Societies at the district level are fully funded for opening up of special schools/Rehabilitation Centres for the rehabilitation of Child Labour.   The special schools/Rehabilitation Centres provide:  a. Non-formal/bridge education  b. Skilled/vocational training  c. Mid Day Meal  d. Stipend @ Rs.150/- per child per month.  e. Health care facilities through a doctor appointed for a group of 20 schools.  The Target group:  The project societies are required to conduct survey to identify children working in hazardous occupations and processes. These children will then form the target group for the project society. Of the children identified those in the age group 5-8 years will have to be mainstreamed directly to formal educational system through the SSA. Working children in the age group of 9-14 years will have to be rehabilitated through NCLP schools established by the Project Society.  Project Implementation:  The entire project is required to be implemented through a registered society under the Chairmanship of administrative head of the district, namely, District Magistrate/Collector/Dy. Commissioner of the District. Members of the society may be drawn from concerned Government Departments, representatives of Panchayati Raj Institutions, NGOs, Trade Unions, etc.  Funding pattern:   The projects have been taken up in the Central Sector, the entire funding is done by the Central Government (Ministry of Labour & Employment). Funds are released to the concerned Project Societies depending upon the progress of project activities Download PDF Document In English. (Rs.40/-)

EXIT INTERVIEW POLICY The purpose of this policy is to identify academic, organizational or human resource factors that have contributed to an employee’s decision to leave the employment. This also helps to enable the management to identify any trends requiring attention or any opportunities for improving the management’s ability to respond to employee issues. It enables the University to improve and continue to develop recruitment and retention strategies aimed at proper talent nurturing/management. This policy covers the procedures to be adopted when any employee of the University leave employment for whatever reason. SCOPE: This policy applies in the case where in the employees who resign and get relived after serving or getting the notice period served. A committee comprising of Manager H.R, Pro-Vice- Chancellor/ Registrar should conduct the exit interview after the confirmed leaving date has been received by HR Department of any particular staff member. The employee will be asked a standard set of question and given a chance to discuss additional information they feel would be beneficial for the university working. VOLANTARY PARTICIPATION AND CONFIDENTIALITY. Employees are responsible for participating in the exit interview process on a voluntary basis. If an employee chooses to participate in an exit interview, he/she will be encouraged to be honest, candid, and contractive in their responses. The information received through Exit Interviews will be confidential. No specific information that could possibly be traced back to an ex-employee will be disseminated or discussed. REPORTING: The information will be analyzed regularly by Human Resources Department to identify areas or determine trends that may need to be addressed. Periodically, human resources Department will share their analysis and recommendations with designated members of the Staff/Dean/PVC/VC. The analysis and review will include Appropriate statistical information regarding the number and distribution of employee departures during the preceding year and her/his reasons for leaving; An analysis and discussion of any trends or common themes which are suggested by the exit interview feedback. A summary of any actions or interventions taken during the year on the basis of exit interview information. Download PDF Document In English. (Rs.20/-)

Environmental Policy in India INTRODUCTION  Indian concern for the environment is as old as our origin of civilisation. Ancestors did understand the meaning of environment as "the environment is sum total of water, air and land, inter-relationships among themselves and also with the human beings, other living organisms and property."  This definition appears in the Environment (Protection) Act, 1986.The Arthashastra by Kautilya described environmental policy, written as early as between 321 and 300 BC, contained provisions meant to regulate a number of aspects related to the environment. In recent years, particularly since the early 1970’s, the world has become increasingly sensitised to environmental issues.  These issues cut across many disciplines and occur at different spatial scales. The unprecedented population growth and advanced technology have led to man’s impact on environment becoming appreciable, so that, there is mounting pressure on both environment and resources. Today there is considerable concern as to whether the earth’s life support system itself is being jeoparadised (Sarkar, 1994).  THE INTERNATIONAL EFFORTS  The Club of Rome stressed on limits to growth and highlighted issues such as sustainability and ecological balance. The worldwide concern for environmental degradation found expression in 1972 at the U.N.Conference on Human Environment (WCED, 1987). Osborn’s ‘Limits to Growth’ brought out in 1972, reported resource shortages, crowding, pollution, famines etc. In 1979, a U.N. Symposium identified unsustainable consumption patterns and lifestyles as basic issues of environmental degradation, particularly in the richer countries.  It was truly observed by our late Prime Minister Smt. Indira Gandhi at Stockholm Conference in 1972, that environment cannot be developed in the condition of poverty, the major cause and effect of global environmental problems. Hence the new development paradigm is growth with equity, stability and sustainability. However, it was the Brudtland Commission’s report titled “OUR COMMON FUTURE” (1987) - a landmark development thinking-which brought environmental issues to the fore. The Commission came to the conclusion that, the relationship between economic growth and environmental conservation should be one of the complementarity and interdependence.  The idea of growth at all costs was replaced by the idea of sustainable development. ‘Sustainable Development’ became a key word and its importance was reemphasized at the ‘Earth Summit’ held at Rio in 1992. The prime concern in all countries at present is to make environmental dimensions an integral part of their developmental plans (Kayastha, 1992). However guidelines and principles proclaimed at the Rio Conference are not legally binding but carry a strong moral force to ensure their binding (Bal,2005).  BEGINNING OF POLICY MAKING IN INDIA  One of the schools of thoughts has gained grounds which considers environment as an integral part of development and argues that economic objectives should be blended with environmental imperatives. Hence, the major concern is with optimal resource use and efficient environmental management which would be conducive to mitigating the costs of development (Ramana and Bhardwaj, 1980).  The environmental problems that countries face vary considerably; among the factors that affecting them are the stages of development, the structure of the economies and environmental policies (WDR, 1992). Two international conferences-one at Stockholm in 1972 and another at Rio de Janerio in 1992 on Environment and Development have influenced environmental policies in India. Many countries have followed the ‘polluter pays’ principle, the precautionary principle and the concept of intergenerational equity as guidelines for framing environmental policies.  17 ARSS Vol.3 No.2 July - December 2014 Environmental policy varies from country to country. By and large policies are influenced by research, culture and tradition and political institution of the country concerned as shown in fig.1. Fig.1 Environmental policy   CONSTITUTIONAL AMENDMENTS  The Constitution of India provides a number of Directive Principles of State Policy. Until 1976 environment protection did not appear anywhere in the Constitution. However, in the 42nd amendment of the Constitution in 1976, certain environmental provisions were introduced. Article 48A was added to the Directive Principles of State Policy and stated “The state shall endeavor to protect and improve the natural environment and safeguard the forests and wildlife in the country.”  The Article 51 A (g) of Fundamental Duties states that “It shall be the duty of every citizen in India to protect and improve the natural environment including forests, lakes rivers and wildlife and to have a compassion for living creatures”. With this ‘Forests’ and ‘Wildlife’ were dropped from the State list in order to incorporate in the Concurrent (Centre) list.  The National Council for Environmental Planning and Policy was set up in 1972, which was later evolved as Ministry of Environment and Forest in 1985. Indian Five year Plans have focused on rapid economic growth, employment generation, poverty alleviation and balanced regional development. The importance of sustainable development is also being stressed as an objective of public policy. Broadly environmental policies in India fall in four periods:  (A) Pre-independence period (1853 to 1947):  i. Shore Nuisance (Bombay and Kolaba) Act, 1853 ii. The Elephant’s Preservation Act, 1879 iii. The Fisheries Act, 1897 iv. The Factories Act, 1897 v. The Bengal Smoke Nuisance Act, 1905 vi. The Bombay Smoke Nuisance Act, 1912 vii. Wild Birds and Animals Protection Act, 1912  (B) Independence to the Stockholm Conference (1947 – 1972):  During this period legislations were existing to control felling of trees, destruction of forests, unplanned town growth etc. Following Acts were in place: a. The Factories Act, 1948 The Factories Act, 1948 provides that the liquid effluents, gases and fumes generated during a manufacturing process should be treated before their final disposal to minimise the adverse effects. During this period stress on economic development was greater and environmental considerations took a back seat in policy making. b. The Mines and Minerals (Regulation and Development) Act, 1957  (C) Post Stockholm Conference to Bhopal disaster (1972-1984):  However, the Stockholm Conference on Environment and Development had largely influenced on environmental policy making leading to an amendment of the Constitution, followed by important legislations such as the Water (Prevention and Control of Pollution) Act, 1974 and the Air (Prevention and Control of Pollution) Act, 1981 and creation of institutions such as Central and State Pollution Control Boards for implementing the provisions of the Acts.  Following legislations were enacted during this period.  i. The Wildlife (Protection) Act, 1972  This Act was enacted under the provisions of Article 252 to prevent the decline of wild animals and birds. The Act prohibits the poaching of certain animals except for the purpose of education or scientific research. Under this Act a state government may declare any area to be a sanctuary or as a national park if it considers that such area is of adequate ecological, faunal, floral, geomorphological, natural or zoological ENVIRONMENTAL POLICY Debajit N.Sarkar ARSS Vol.3 No.2 July - December 2014 18 significance for protecting, propagating or developing wild life or its environment.  ii.Water (Prevention and Control of Pollution) Act, 1974  This Act paved the way for the creation of Central Pollution Control Board (CPCB) and State Pollution Control Boards (SPCBs) in order to promote cleanliness of streams and wells in different areas of the states.  iii. Air (Prevention and Control of Pollution) Act, 1981  This Act defines air pollutant as ‘any solid, liquid or gaseous substance (including noise) present in the atmosphere in such concentration as may be or tend to be injurious to human beings or other living creatures or plants or property or environment’. The CPCB and the SPCBs created under the Water Act 1974 are entrusted with the implementation of the provisions of the Act.  iv. The Forest (Conservation) Act, 1980  This Act prevents deforestation, which results in ecological imbalance and environmental deterioration. The Act prohibits even the state governments and any other authority to de-reserve a forest which is already reserved. It prohibits forestland to be used for non-forest purposes, except with the prior approval of the central government.  (D) Bhopal Tragedy to 2006 (1984-2006):  The Bhopal gas tragedy in 1984 had a deep impact in the minds of policy makers to deliver comprehensive environment legislation in 1986. (i) Environment (Protection) Act, 1986 (EPA)  The Environment (Protection) Act, 1986 extends to the whole of India and it came into force on November 19, 1986. After the enactment of Water (Prevention and Control of Pollution) Act, 1974 and Air (Prevention and Control of Pollution) Act, 1981, it was decided that there should be a general legislation for environmental protection as well as for coordinating the activities of various regulatory agencies. Need was also felt to create authority with adequate power for environment protection, regulation of discharge, handling of hazardous substances, speedy response to accidents threatening environment and deterrent punishment to those who endanger human environment, safety and health.  (ii) The Motor Vehicles Act, 1988.  (iii) The National Environment Appellate Authority Act, 1997.  (iv) National Environment Tribunal Act, 1995. The new economic policy initiated in 1991 led Constitutional amendments in 1994 to facilitate decentralisation of powers and resources to local bodies. This period also witnessed:  a. The Policy Statement for Abatement of Pollution and the National Conservation Strategy and Policy Statement on Environment and Development were brought out by the Ministry of Environment and Forests (MoEF) in 1992.  b. The Environmental Action Programme (EAP) was formulated in 1993 with the objective of improving environmental services and integrating environmental considerations into development programmes.  V. A GLIMPSE OF NATIONAL ENVIRONMENTAL POLICY (NEP) Background of ‘The National Environment Policy, 2006’:  a. The first initiative in strategy-formulation for environmental protection in a comprehensive manner.  b. It takes into account of factors responsible for land degradation and suggests remedial measures required in this direction. Factors including fiscal, tariffs and sectoral policies for their unintentional impacts on land degradation.  c. The remedial measures offered to tackle the problem comprises of traditional land-use practices in combination with science-based techniques like pilot-scale demonstrations, large scale dissemination, adoption of multi-stakeholder partnerships, promotion of agro-forestry, organic farming, environmentally sustainable cropping patterns and adoption of efficient irrigation techniques.  d. Mandatory of EIA and environment management plan, details of the public hearing and a project report to the impact assessment agency for clearance, further review by a committee of experts in certain cases and public hearing. The current national policy can be put into two categories from the standpoint of  A) overall environmental management which includes: i.National Forest Policy,1988, ii.National Conservation Strategy and Policy Statement on Environment and Development, 1992, and iii.Policy Statement on Abatement of Pollution, 1992.  B) Sector based policies include  i) National Agriculture Policy, 2000  ii) National Population Policy, 2000, and  iii) National Water Policy, 2002 have equally contributed to manage the environment. The common focus of all these policies is on the need for sustainable development in their specific contexts. The National Environment Policy seeks to extend the coverage, and fill in gaps that still exist, in light of present knowledge and accumulated experience (NEP, 2006). Download PDF Document In English. (Rs.50/-)