ADDRESS FROM THE HUMAN RESOURCE DESK

As a comprehensive resource this handbook is designed, covering all the areas we feel are of significance to

you, and your career with Baseline IT Development Pvt. Ltd.

We firmly believe as once being well said 'Growth is all about Teamwork'.

A talented and qualified pool of professionals working cohesively and in harmony in achieving the objectives

and goals set by the company. It is everyone's spirit, capacity and commitment that will determine the success

of our Company.

The Employee Manual has been developed to provide guidelines for the human resource policies and

procedures to consistently handle the personnel situations in such a way as to promote fairness at every level

of management. It is the responsibility of each member of management to administer and enforce these

policies and procedures in a consistent and uniform manner.

The purpose of the employee manual is by no means an exhaustive guide to your employment with us to

establish nonbinding guidelines for the administration of personnel matters. The manual therefore is not

intended to, and does not; create an express or implied contract of employment. The Employer reserves the

right to modify the provisions of the manual from time to time.

We wish to build the ultimate human organization, with a sense of loyalty and high integrity.

Best Regards

Team HR

INTRODUCTION

Welcome to Baseline IT Development On behalf of the company, we would like to welcome you. We are very pleased that you have chosen to accept our offer of employment. We know that this is the beginning of a mutually beneficial association and you will bring experience, knowledge and skills that enhance our capabilities. We believe that every employee contributes directly to the growth and success of the company, and we hope that you will take pride in being a member of our team.

Baseline IT Development, strives to provide an employee-friendly environment in which goal-oriented individuals thrive as they achieve ever more demanding challenges. Baseline IT Development commits to serve clients and to providing quality results at competitive prices is unwavering. These policies, procedures and working conditions provide a work environment in which both client interests and employee-interests are served. We at Baseline IT Development believe that our employees are our most valued asset. The Company provides an Open Door Policy in which employees are encouraged to take problems to the next level of management if they are unable to resolve a situation with their direct supervisor.

This manual is designed to make you familiar with our company's procedures and policies. We ask that you read it carefully and you may ask to review it at any time in the future. The information contained in this handbook applies to all employees of Baseline IT Development Pvt Ltd. The handbook is a summary of our policies, which are presented here only as a matter of information and not as a promise of employment or as a contract between the Company and any of its employees. These policies are subject to change at any given point of time at the discretion of the Management and intimation of the same will be done as and when the changes are made.

Our Vision Our vision is to become the leading performer in the Software & Web Application requirements through a reliable and unbeatable Quality Standards in execution of Client’s tailor made solutions. This guide will help you better understand the vision for the future of our business and will help to meet the challenges that are ahead.

Our Mission

Baseline IT Development is to enhance business growth by delivering high quality solutions to the client

and to value the talents and seeks to foster an open, cooperative environment in which employees and

the Company alike can thrive.

Values with Us • Transparency & Integrity • Commitment to Excel • Dedicated, Customer–focused Team • Doing things Right. The First Time

Quality Policy Baseline IT Development is dedicated to quality and continuous process improvement for both customers and employees. The Quality systems at Baseline IT Development match some of the best in the Industry and we believe it will significantly contribute to its performance and growth. Our chief responsibility is to ensure that through established standards and measurements, the level of quality at Baseline IT Development not only matches but exceeds our clients' expectations. We develop organizational excellence and quality awareness through innovative process improvements, training, measurements and development of customer and employee satisfaction programs.

Baseline IT development is committed to the highest level of quality in producing Clients’ expectations with Ideas, Creativity & Logic, to turn dreams into Real Life Web, Social Applications. Product quality, compliance to all applicable regulatory requirements, continuous improvement and customer satisfaction shall underlie all of our efforts in development, manufacturing, advertising, sales and technical support.

Quality is an integral part of our commitment to world-class products and customer services. For its fulfillment we,

• Manage our company with utmost professionalism.

• Update our services with the latest web technologies.

• Maintain the highest degree of professional and personal ethics.

• Conduct internal quality audits.

• Offer competitive rates and true value for money to our clients.

Definitions:

• Quality: the totality of features and characteristics that bear on the ability of a product to satisfy fitness for use, including safety and performance.

• Quality system: the organizational structure, responsibilities, procedures, processes and resources for implementing quality management.

POLICIES We at Baseline IT Development believe that our employees are our most valued asset. Following this thought we have designed and implemented a few policies for the benefits of our Baseline IT Development family members. As we start our voyage to achieve our goals and keep our promises we’d like to give you a brief tour of the policies and procedures which you as a member of Baseline IT Development would enjoy and adhere to. It is understood that the Employer has high standards applicable to work performance and employee capability due to the nature of its business and its competitive position. The Employer expects all employees to show initiative and diligence in performing their work and protecting the Employer's interest, both on and off the job. • Waiver and amendments of the policy

• No waiver of any of the provisions of this code shall be valid unless, the Board of Directors of the Company approves such waiver in case of Board Members and by Chairman in case of Senior Management Personnel.

• The provisions of this code can be amended by the Director of the Company from time to time.

• Applicability

• This policy shall be applicable to the following persons:

• All Whole-Time Director

• All the employees of the company

• The Whole-Time Director and Senior Management Personnel will continue to comply with other applicable/ to be applicable policies, rules and procedures of the Company.

RECRUITMENT AND APPOINTMENT POLICY Effective and consistent recruitment practices are essential to ensure that all applicants are treated fairly and with diversity and equality of opportunity and that costly recruitment mistakes are avoided. This Policy defines the principles that the Company considers important in the recruitment process and aims to ensure that consistency and good practice is applied across the Company. The policy ensures that we always hire the RIGHT people at the RIGHT role at RIGHT time, and also to thrive a strong Employer Branding to attract the best talents available in the Industry.

It adopts an action plan composed of three strategies – Attract the best talent; develop each individual to their fullest potential and retain its employees at all levels.

• Recruitment policy adherence

• The HR dept. will be responsible to ensure the adherence to the recruitment policy by other departments as well.

• The Senior Management Personnel & all the employees must act within the authority conferred upon them and in the best interests of the company.

• To act in accordance with the highest standard of honesty, integrity, fairness and ethical conduct while working for the Company as well representing the Company without allowing their independent judgment to be subordinated and fulfill the fiduciary obligations.

• HR should avoid any relationship with any external agency that could compromise the ability to transact business on a professional, impartial and competitive basis or influence decisions to be made by the Company.

• Terms & Usage of the policy

• MRF/WRS (Manpower requisition form/ Workforce requisition sheet) - Each department is liable to submit a copy of MRF to the HR dept. before initiating the recruitment process.

• Recruitment quality norms - To ensure adherence to quality standards there should be a check on the presence of role - specific key competencies & the behavioral attributes required to perform a job, besides, few basic eligibility criteria viz. (academic qualifications, experience, age criteria & salary )should be matched, even before a candidate is called for the Initial rounds of Interviews.

• Job Description Form - Once authorization has been obtained, the HR, in conjunction with the

relevant manager, will produce a job description for the vacancy which provides a fair and

accurate representation of the role and follows the format which is laid out in the Job Description

Form.

• Candidacy form – HR will get the candidacy form filled by all the candidates who reach the venue

for the interview. Candidates who apply for positions with the Company, whether through a direct

advertisement, recruitment agency, or via internal means, will always have to fill the complete

Candidacy form.

• Psychometric / General Intelligence test - All the short-listed candidates should be run through a Psychometric / General Intelligence test and candidates qualifying this test, would be eligible for the next rounds of tests / interviews.

• Interviews - HR would coordinate with concerned function in setting the interview panel, and the dates. The interview panel would typically involve managers from concerned function and HR. It may involve the Director for the final round.

• Interview Assessment forms - Once the preliminary rounds are completed, CVs along with the duly filled up Interview Assessment forms of the short-listed candidates are to be sent to HR for further processing.

• Referral Check - HR department will ensure full and responsible adherence to the Referral check process. Till the time the authenticity of the references has not been justified, no employment offer would be extended to the candidate. (For referral check processes refer to HR Framework)

• Recruitment Sources

HR will 1st check the database of CV’s for the MR (Manpower requisition) received and through internal sources, if the vacancies can’t be filled then should go for other sources like hiring external agency, advertisement. For giving advertisement in newspapers specific newspapers should be considered like HT careers, The Tribune (Jobs & careers), Times ascent etc. or can go for Online Advertisement on specific websites like LinkedIn, Quicker, Shine.com etc.

• Compensation Proposals, Negotiation & issuing the offer letters

The company would initiate salary negotiations only after satisfying the suitability of the candidate. Although some information would have been collected in the earlier stages regarding salary, no promises would have been made. Some points to be kept in mind while preparing the compensation proposal: • HR will prepare the compensation proposals based on the critical attributes (Academic &

Professional qualification of the respective candidates, Experience Profile, Existing Compensation & benefit, Internal Role-wise compensation study to maintain the equity) and gets those approved in writing by the concerned authorities before extending to the candidates.(Refer to HR Framework for more details)

• HR will extend the proposal to the candidate who gets selected after the final round of Interviews and negotiates to close.

• Once the candidate agrees to the proposal & intimates their acceptance, HR will send out the intent letter duly approved by the concerned authority both by HR Manager and Director/MD/CEO within 48 hours, if needed.

• The final agreement is signed by the candidate after completion of one month with the company.

While recruitment and selection processes remain an important aspect of Human Resources Management, the overall effectiveness would depend on the other core processes of HRM such as training and development, performance management and reward and punishment. Managers need to pay constant attention to all these for making true the cliché ' employees are the greatest assets of an organization.' Board Members and Senior Management Personnel must ensure that they and others in the Company comply with our disclosure controls and procedures.

PROBATION PERIOD AND CONFIRMATION IN SERVICE POLICY “Probation “is a trial period during which a person’s abilities are tested to see their suitability as per the company’s requirements. The probation period will be of 2 years and can be extended as per management decisions.

• Purpose:

This policy lays down the steps to be followed at the time of confirming an employee into the services of the organization. Any significant absence or nonperformance will automatically extend the probation period.

• Guidelines:

1. Every employee who comes into the Baseline IT Development family is on probation for a minimum of 2 year irrespective of their level in the organization. However probation period may vary from 2 years and more months depending on employee to employee. After the completion of the stipulated period his/her performance is reviewed.

2. A week before the employee completes the probation period; HR would send a Probation sheet to the Team Lead/ Project Manager, to whom the employee is reporting.

3. The TL/PM would then have a one to one meeting with the employee where they would review his/ her performance. The PM is required to give feedback to the employee on how they rate his/her working to be and suggest areas of improvement.

4. If the employee has given a satisfactory performance then the employee is confirmed in the services of the organization.

5. However if his/her working has some shortcomings, the organization might extend the probation of the employee giving him/her time to improve his/her performance as per company requirements.

However a confirmation of services does not necessarily mean an increment. The decision to award an increment to an employee being confirmed is solely at the discretion of the management.

PROJECT RESPONSIBILITY

1. Developer/Designers working on the projects are the only persons responsible for the project success/failure. 2. There are three ways to seek help and guidance from seniors

a) Within an hour, I need to verify the feasibility, timeline, access information and queries if any. b) Within 10 hours, need to raise the list of issues/Client analysis/doubts, help needed. [ Manager can decide either to continue.] c) Instantly raises the issue, if something you can't do. Within 2 hours maximum, even if you are uncertain of the solution.

3. If there is no alert from you about the issue in the project or about any delay and the projects falls in negative or dispute, you are directly responsible and will face serious actions.

Following Actions will be taken against the candidates:

1. Warning Letter for poor performance will result in a delay of One month for increment/salary review. 2. In case of dispute/refund, your salary can be deducted for the days you worked on the project. 3. In case one project goes negative, it means there is no monthly bonus. 4. Multiple failures may cause any action against you, including the option to terminate your services.

For clarity on anything, you can reach HR manager for clarification. All rules are set as per suggestions received from the whole team.

Growth of Employees is the Growth of company. Companies are looking for dedicated resources, and have to put 100% effort so that teamwork provides good results. Your growth is from the efforts converted to results. Company will justify your efforts with full support from Management in terms of technical help as well as opportunities according to your skills and maximum promotions possible.

REGULATORY FRAMEWORK We expect our employees to behave in a mature and responsible manner. For that purpose we have defined certain norms to be followed while at the office. Any employee found engaging in these behaviors will be subject to disciplinary actions including reprimand, warning, layoff, or dismissal. Every day before starting, one should always plan the day. We believe that, if we are well planned and organized then the goals become much easier and achievable. On the first day, you are requested to complete the joining formalities like Employee form, documents (as mentioned on your offer letter) etc. On joining every employee will be on probation for a period of 2 year from the date of joining. However probation period may vary depending upon employee to employee. Baseline IT Development is a 5 days working company. Employees are required to be regular and punctual in attendance and work for at least 45 hours per week. However you are expected to adapt to modification on working hours as and when required by the needs of the business or as a result of the change in COMPANY policies from time to time. 5 WORKING DAYS Monday – Friday

ATTENDANCE & PUNCTUALITY The success of Baseline IT Development depends upon our ability to produce a quality product with the best possible service to our clients. In order to maintain our service oriented reputation, our production is planned on the basis that each employee will report to work when scheduled. Absence, tardiness or leaving early can cause the loss of production necessary to maintain schedules. This hurts customer relations and inconveniences your fellow employees.

• Definitions

• Scheduled Absence is an absence from the assigned or usual schedule due to bereavement in one’s immediate family as defined by the bereavement policy, an approved leave of absence, an approved paid time off, or any absence that is requested at least one day in advance and approved by management. (Please refer to 2.8 for bereavement policy)

• Unscheduled Absence is any failure to report to work as assigned or scheduled. An absence may be a partial day or one or more days in duration. The employee will have properly communicated the absence by telephone or other means deemed appropriate by the supervisor/manager and in the manner specified by the department.

• Unreported Absence is both failing to report to work as assigned or scheduled and not properly

communicating that one will not be reporting to work as scheduled or assigned. An unreported absence is commonly referred to as a “No Call/No Show” and will be marked as absent.

• Late arrival is arriving at one’s assigned work at any time after the scheduled shift begins or a

break ends. • Proper Communication is communicating in a timely manner allowed by the supervisor or

manager to report absences or unexpected late arrivals, within the specified time frame to communicate notice of an absence.

• Attendance Standards

It is understood a certain amount of absenteeism, tardiness, and leaving early is inevitable; people become ill, and emergencies arise. The following policy is intended to represent a fair and equitable means of assuring good attendance. Please read it carefully so that any misunderstanding may be avoided. All employees will clock in and out for work arrival and departure. All employees may clock in 10 minutes prior to the scheduled time, no later than the actual scheduled time. Repeated tardiness will be recorded and may result in a warning or dismissal as outlined below. • If you are unable to work for any reason or if you know you will be late, notify your supervisor &

HR at least one half (1/2) hour prior to the start of your work. • In the case of a prolonged absence, you must communicate with the company on a weekly basis

while you are out. You must give advance notice when you plan to return to work. • A medical release certification from your physician is required for any prolonged absence due to

illness of three (3) consecutive days or more. • If your supervisor & HR are not available, please leave a message with the person who answers

the phone. You are responsible to get the person’s name (i.e., the one who took the message) to

prevent later disputes.

Attendance is defined as being at work, on time, and staying for your entire shift. For the purpose of this policy, we will use the word “occurrence”. Occurrence is defined as:

• Being absent from work, regardless of the number of consecutive days; • Being late by ten (10) minute or more regularly; and/or • Leaving early, before the end of your assigned work.

Occurrences will not be identified as excused or not excused. All absences will be assessed points no matter the reason for the absence. Documentation will not be requested upon any absence of less than three consecutive days. Any employees absent for the same reason three days or more must go see an HR representative.

• Punctuality Standards

• All employees are expected to be at their assigned work area at the time assigned or scheduled. • If an employee must arrive late or leave early because of some personal commitment the

following procedures must be followed: • The employee must make the supervisor aware in advance. • If the request is reasonable and timely, the supervisor may approve the request after giving

consideration to the needs of the department. While arriving late or leaving early may be arranged with or approved by the supervisor or manager, such events (1) may affect an employee’s evaluation, (2) may affect an employee’s productivity, (3) may result in discipline depending on the nature and frequency of the employee’s time away from work or the employee’s overall attendance and punctuality record.

• “Tardiness” is the employee’s failure to appear at the assigned work area any time after the scheduled shift begins or a break ends. Failure to appear on time is an occurrence of tardiness each time it occurs. For example, an employee who is late in the morning and late again after lunch period he/she has accumulated 2 occurrences of tardiness.

• Out of office

Each employee who goes out of office within 9 hours whether the reason is official or personal has to fill out the office form signed by the HOD and should be submitted to HR Dept.

CODE OF CONDUCT POLICY

• Dress Code

Baseline IT Development considers it very important you are well groomed, neat and dress appropriately for your job function and, while we trust each employee’s common sense and good judgment, a dress code must be followed that is appropriate to the work environment. Employees are asked to wear articles of clothing suitable for their type of work and the environment in which they work. • Monday through Thursday-Business Casual

Business casual dress is a more formal style that is intended to communicate a business-like atmosphere. The objective of the business casual dress code is to require clothing that communicates a professional, business-like atmosphere to visitors. Baseline IT Development expects that employees conduct themselves as responsible adults and make correct judgments regarding clothing that communicate that message.

• Friday- Casual Friday casual dress is a less formal personal dress code that is intended to communicate a “special” day at work. Informal clothing is appropriate. For example, blue jeans and informal footwear (but not beach type sandals) are appropriate. The objective of the casual dress code is to require clothing that communicates a relaxed atmosphere without suggesting a lack of judgment or careless abandon to visitors. Baseline expects that employees will choose clothing that reflects what a more conservative observer would find acceptable at informal public gatherings. The following are specifically prohibited Monday to Friday • Noise producing clothing • Exercise clothing • Sleepwear • Transparent clothing • Visible undergarments • Cross gender clothing • Sexually suggestive slogans, cartoons or drawings • Tattoos and body piercing (other than earrings/nose rings) should not be visible.

• Minimal jewelry is advisable. Associates are advised to refrain from flashy and large pieces of

jewelry including large earrings, heavy chains, Hoops, dangling earrings, large sets of bangles,

big/flashy rings etc.

• Visitors in the Workplace

In order to maintain security and safety and to protect the employees and employees’ property, Baseline IT Development has created this policy only allowing authorized visitors in the workplace. Restricting unauthorized visitors helps maintain safety standards, protects against theft, ensures the security of equipment, protects confidential information, safeguards employee welfare and avoids potential distractions and disturbances. All employees shall inform the receptionist of the name, time and purpose of expected visitors.

• Business Visitors • All authorized business visitors shall enter the premises at the main entrance. They must speak

to the receptionist and the receptionist will make sure to contact the employee to receive his/her visitor.

• All authorized businesses shall be escorted to their destination. Employees are responsible for the conduct and safety of their business visitors.

• Business Visitors need to contact only the specified employees that too with the explicit permission of the Executive Head of the organization.

• Personal Visitor • All authorized personnel visitors shall enter the premises at the main entrance. It is the

responsibility of employees to determine the risk posed by any personal visitor. It is also the employee’s responsibility to ask the receptionist for the name and description of all personal visitors prior to entering the lobby area, to assure that unwanted visitors are not encountered on Baseline IT Development premises.

• Employees shall provide the receptionist with a written notice that includes the name of any personal visitor with whom the employee does not wish to have contact. Baseline IT Development cannot guarantee that persons on such notices will be excluded from the premises, due to the use of aliases and appearance altering devices.

• Personal visitors should meet in the lobby area and definitely not in the Technical Work Area. • All authorized personnel visitors entering Baseline IT Development premises must speak with

the receptionist first. • Timings for coming for the visit and leaving the premises by personal visitors need to be

recorded by the Front Office Executive. A close watch will be kept on frequent visitors.

• Former employee as visitors Any former employees no longer employed by Baseline IT Development; are to come in through the main entrance and report with the receptionist. Former manager of the ex-employee shall be notified of ex-employee’s presence and shall determine whether or not to meet with the ex-employee.

• Violence in the Workplace

Baseline IT Development is committed to preventing workplace violence and to maintaining a safe work environment. All employees of Baseline IT Development including full time & part time are expected to refrain from fighting, “horseplay,” or other conduct that may be dangerous to others. Accordingly, Baseline IT Development prohibits the following on Baseline IT Development premises and parking lots:

• Weapons, firearms, or explosives • Violence against the company, its employees or its property. • Loud arguing, threats against another person, physical confrontations or similar provocative

actions. • Personal threats made to Baseline IT Development employees outside of the workplace.

All threats of (or actual) violence, both direct and indirect, should be reported as soon as possible to your immediate supervisor or manager or the Human Resources Department. This includes threats by employees as well as threats by customers, vendors, or solicitors. When reporting a threat of violence the employee should be as specific as possible. Employees who confront or encounter an armed or dangerous person should not attempt to challenge or disarm the individual. Employees should remain calm, make constant eye contact and talk to the individual. If a supervisor can be safely notified of the need for assistance without endangering the safety of the employee or others, such notice should be given. Supervisors or managers who are made aware of a complaint shall document and contact the Human Resources Department for investigation. The identity of the individual making the report will be protected as much as practical. In order to maintain workplace safety and the integrity of its investigation, Baseline IT Development may suspend employees pending investigation. Violence in the workplace will not be tolerated at Baseline. Any employee determined to have committed such acts will be subject to disciplinary action up to and including termination.

• Smoking

In keeping with Baseline IT Development intent to provide a healthy and safe work environment for our employees, smoking is prohibited throughout the workplace. All smoking shall take place in designated areas only. Smoking is prohibited directly in front of the building in the main office entrance. This policy applies to all employees, customers and visitors.

• Off-Duty Conduct

Occasions may arise when employees are participating in off-duty events. In this case it is important that even during off-duty employees respect each other. If an employee's off-duty conduct affects Baseline IT Development business interests, Baseline IT Development reserves the right to impose discipline, up to and including termination of employment for off-duty conduct. Prohibited off-duty conduct includes, but is not limited to, the following: • Threatening another employee. • Illegal conduct that indicates the potential for violence. • Conduct that indicates the employee may be untrustworthy with others’ personal or financial

information. • Illegal conduct that causes the employee to be unable to perform his or her essential job

functions.

• Disruptive actions while at company-sponsored events, while on Baseline IT Development property, on adjacent sidewalks or in the parking lot.

• Disclosure of confidential information. • Misuse of company equipment. • Intoxication or drug use that reflects poorly on the professional image of Baseline IT

Development or its employees.

• Confidential Information

The protection of confidential information is vital to the interests and the success of Baseline IT Development. Confidential information includes, but is not limited to, the following: • Compensation program • Computer programs and codes • Customer financial information • Company financial information • Business strategies • Marketing strategies • Research concerning operation services • Pending projects and proposals • Proprietary production processes • Research and development strategies • Personnel information

Baseline IT Development employees shall not discuss internal matters with anyone outside the company, except as required in the performance of regular duties. This prohibition applies specifically (but not exclusively) to inquiries about the company that may be made by the press. Employees who improperly use or disclose confidential information may be subject to disciplinary action, up to and including termination of employment and legal action.

• Telephones and Faxes- Use and Monitoring

Our telephones are a very important tool in our daily operations. Baseline IT Development understands that when employees work during the week it is occasionally necessary to conduct personal business during work hours. However, employees should limit their personal use of company telephones and cellular phones. Talk to your manager if you have any questions as to how much time is too much.

• Personal Cellular Phones

While at work employees are expected to exercise the same discretion in using personal cellular phones as is expected for the use of company phones. Use of cellular phones includes sending and receiving text messages. Excessive personal calls during the workday, regardless of the phones used, can interfere with employee productivity and be distracting to others. Employees are required to make their personal calls only on the non-work time. Flexibility will be provided in circumstances demanding immediate attention.

The following are some examples, but are not limited to unacceptable usage of cellular telephones: • Employees shall not use cellular phones during working hours. Cellular phones are to be used

only during breaks, lunch and while clocked-out. • You may keep cellular phones inside the pocket pants or bags. Cellular phones should not be

exposed. Do not have cellular telephones on loud ringing tones to avoid any disturbance to co-workers during work hours.

• Do not answer the cellular telephone while in meeting sessions. • Avoid long periods of usage of cellular telephones. • No disturbance to co-workers while talking on the cellular telephone. • Employees who violate this policy may be subject to disciplinary action up to and including

termination from employment. All Baseline IT Development employees are “at will,” unless the employee has a written employment contract for a definite term of employment, in a document captioned “Term Employment Agreement,” approved by the Director/MD/CEO.

• Company Telephones

Because office telephones are provided by Baseline IT Development at its expense for business use, all messages sent by or received on those systems are company documents. Employees have no expectation of privacy regarding phone calls made from Baseline IT Development or faxes sent from Baseline IT Development machines. Employees are prohibited from using Baseline’ telephones or fax machines for the following activities: • Making personal long distance calls or sending personal long-distance faxes that result in charges

to Baseline. • Sending or communicating Baseline IT Development proprietary data or any other information

deemed confidential by Baseline, to unauthorized persons. • Operating a business, soliciting money for personal gain or otherwise engaging in commercial

activity outside the scope of employment. • Searching for outside employment. • Making offensive or harassing statements based on race, color, religion, national origin, veteran

status, ancestry, disability, age, gender, sexual orientation, marital status, or any other characteristic protected by law.

• Sending or communicating messages containing defamatory, obscene, offensive or harassing statements.

• Sending and receiving a message that discloses personal or confidential information (about clients, fellow employees, or others) without company authorization.

• Communicating ethnic, sexual-preference or gender-related slurs and/or jokes. • Communicating or soliciting sexually oriented messages or images. • Sending or receiving communications concerning pornography, terrorism, espionage, theft, or

drugs, or attempting to do so. • Gambling or engaging in any other criminal activity in violation of local, state, or federal law. • Engaging in unethical activities. • Participating in activities, including the preparation or dissemination of information or opinion,

which could damage Baseline’ professional image, reputation and/or financial stability. • Permitting or granting use of telephone systems or fax machines to persons outside Baseline IT

Development or someone whose access has been denied or terminated. • Impersonating another person while communicating via telephone or fax machine.

• Internet/E-mail – Use and Monitoring

• Internet Use Baseline IT Development provides internet access to global electronic information resources to assist employees in obtaining work-related data technology. The following guidelines have been established to help ensure responsible and productive Internet usage. While internet usage is intended for job-related activities, incidental and occasional brief personal use may be permitted within reasonable limits at the manager’s discretion. All information created, sent, or received via Baseline IT Development e-mail system, network or internet, including all e-mail messages and electronic files, is the property of Baseline IT

Development and is subject to disclosure to law enforcement or third parties without notice. • E-mail Use

Baseline IT Development electronic communications system is designed to facilitate business communication between employees and customers and among employees. All electronic communications and stored information transmitted received or archived in the company’s information system are the property of the company. Baseline IT Development reserves the right to access and disclose all messages sent by email. While you have a confidential password to log in to the computer system, users should be aware that this does not suggest that the system is for personal confidential communication; nor does it suggest that the email is the property right of the employee. The email system is Baseline IT Development property and is intended for business use, it is not intended for personal business use. Baseline IT Development prohibits the use of email systems in ways that are disruptive and/or offensive to others or harmful to morale. Following are some examples, but are not limited to unacceptable usage of the email system: • The display or transmission of sexually explicit images, messages and/or cartoons. • Ethnic slurs • Racial comments • Unwelcome propositions • Religious beliefs or any other message that can be construed to be harassment or

disparagement. Unsolicited email is common to all email systems and we strive to eliminate junk email prior to reaching the user’s mailbox. However, if junk email gets through, employees are not permitted to open it or any other email from unknown senders unless authorized by senior management. Junk email must be deleted from the inbox and the deleted email folders. By avoiding the opening of email from unknown senders this lowers our risk of receiving any type of viruses that are a danger to our computer and network system. Employees who fail to follow this policy may be subject to disciplinary action, up to and including termination of employment and legal action.

• Company Property

The intent of this policy is to ensure that all property maintained by Baseline IT Development is kept in the best possible working condition and to ensure proper utilization. No employee shall misappropriate company property for personal use unless specific permission has been granted by the Sr. Management, Project Manager and/or HR Dept. Property shall be defined as any piece of equipment, furnishings, vehicles, building in the custodial care of Baseline IT Development or any person acting as its agent. Misappropriation of company property is grounds for immediate termination and possible legal action.

Should any employee have knowledge of any misuse and/or misappropriation of company property he/she must notify his/her supervisor immediately. All reports are treated confidentially. Information is revealed strictly on a need to know basis. Failure to return Company Property is not only theft, but a financial burden to Baseline IT Development. All employees agree to either return Company Property within two (2) days of termination, and if he/she fails to do so, the Accounting Department will provide an invoice detailing an inventory of the Company Property and its replacement costs. The invoice will be sent

to the employee’s address of record, and he/she agrees to respond to Baseline IT Development within two (2) days of receipt or two (2) days of mailing, whichever is later, either agreeing to the amount he/she owes or to dispute the amount of money owed. If an employee fails to respond the Accounting Department Representative may assume that the amount due on the invoice is accurate, and withhold of the costs associated with replacing these items will be applied, from the final paycheck or commission check. If the former employee disputes the amount due on the invoice, either a resolution will be made or Baseline IT Development will file a suit or claim against the former employee and he/she will be responsible for the amount due and attorney’s fees and costs.

COMPENSATION POLICY

• Organization Hierarchy

Employees will be placed into following categories/subcategories with reference to their qualification, experience, the nature of work and performance. A detailed instruction in this regard will be issued separately.

Grades Designation Experience

(Years)

SM Director MM 2 Deputy Managers , Senior Manager 7 +

MM 1 Leads, Asst. Manager 5 - 7

Ex 3 Sr. executives 2 – 4

Ex 2 Executives 1 – 2

Ex 1 Trainees Fresher’s

J1 Helpers, office Boys

• Managerial Designators- All professional and Senior level management appointed in

managerial posts will be placed in Grades MM2. • Middle level management – All Assistant General Manager, Deputy General Manager, Project

manager, Sr. Manager and Principal Architect possessing degree from a recognized university will be in Grades MM1.

• Executive Cadre - Specialized category of employees in executive appointments will be graded as Ex3, Ex2 and Ex1.

• Junior Employees - Employees like Helpers and office Boys will be placed in grades J1.

• Salary

Salary means the amount of monthly basic remuneration paid by the company for services rendered solely to the company by the staff. It also refers to the basic pay, which the staff is entitled to according to grade and pay range formulated by the company from time to time and it does not include any fixed or variable allowances, bonus, subsidies or any other benefits in kind. Employee who has not submitted his pan card copy to the HR, TDS will be deducted from his salary accordingly. The standard break up is structured in the salary structure as per entitlement of each employee. These allowances cover: • Medical Allowance – as part of salary structure according to company norms. • Conveyance Allowance - as part of salary structure according to company norms. • HRA – as part of salary structure. • Special allowances – as part of salary structure.

• Paydays

All Employees shall be paid monthly on a scheduled payday, usually on the 7th day of the subsequent month. In the event that a regularly scheduled payday falls on a weekend or holiday, Employees shall receive pay on the next day of operation. The Company pays employees by way of a direct credit into the Employee’s bank accounts HDFC Bank. Employees shall be notified, in the event of a change in the Company’s bankers. The salary is credited into respective Employees accounts at respective banks after deduction of Tax, and other mandatory contributions. For certain categories of employees the salary will be given in cash as decided by the Management. • An employee who has joined between 1 to 10th of any month, he will be getting his salary on

the 7th day of the subsequent month • An employee who has joined after 10th of any month, will be getting his 1st salary after

completing 1.5 month with Baseline IT Development. • Any employee who is present in the office for only 18 Working days or less than that then his

salary will be computed on the days present only which will exclude Saturday’s and Sunday’s.

• Annual Increment

Increment will be subject to the efficiency in work, attendance and conduct being found satisfactory. This session may be conducted once a year completed or later. Such reviews may be conducted more frequently for a newly created position, or based on a recent reassignment. Increments will be determined on the basis of performance, adherence to Company policies and procedures, and ability to meet or exceed duties per job description and achieve performance goals. Although the Company’s salary ranges will be adjusted on an ongoing basis, the Company is not obliged to grant “cost of living” increases. Performance is the key to wage increments in the Company. For further assistance, one may contact the HR Department.

• Holidays

Baseline IT Development will grant holiday time off to all employees according to the holidays sanctioned by the HR Department in the current year. Saturdays & Sundays are week-offs. With mutual consent from all, Saturdays will be counted as compensatory holidays for any other Holiday that falls during the month. In case of any special off, it will be sanctioned only if 70% or more employees agree to work on Saturday as compensation.

LEAVES – RULES AND PROCEDURE

The leave rules are as under and shall be effective for the employees of Baseline IT Development:-

• The total leave of all kind available in a period of ONE FINANCIAL YEAR shall be twelve only. • Baseline IT Development follows a leave cycle from 01st January to 31st December. The leave

policy stipulates that each employee on the permanent rolls of the organization is entitled for 12 Days of leave as paid leaves.

• These total 12 leaves shall be as under: Casual Leaves & Sick Leaves – 12 in a year.

• If the employee takes a leave on Friday then only the Friday leave is deducted. Similarly if he takes Monday leave then only Monday is considered as leave. But if he has taken leave on Friday AND on Monday then Saturday & Sunday will be counted as leave and not weekly off. In short you have to be present either on a Monday or Friday. • Friday + Saturday + Sunday + Monday = 04 days leave

Types of Leaves:

Casual Leave • Leave taken for any domestic or private or personal affairs falls in this category. • Casual leave in single spell shall not exceed two days and shall not be clubbed either with

Compensatory Leave or Sick Leave. • Person on Casual Leaves cannot be treated as absent and his pay is not adversely affected

provided the applicant applies for leave to the H.O.D for approval two days before proceeding on such leave and report should be forwarded to HR Department. Under emergent circumstances, the applicant shall be required to justify to the HR Dept. with reasons, followed with the regular application for recommendation and sanction. Non-compliance of this condition will lead to deduction of pay for the period availed and the same will be treated as absence. In case the employee has to go out of the station then permission to leave the station shall have to be obtained.

• Only in case of emergency of serious nature the employee can proceed on leave as well as leave the station with prior information to HR Dept. on the telephone.

• Clubbing of leave with holidays shall have to be approved from the HR Dept. prior to availing such leave.

Sick Leave • Shall be availed when an employee is unable to come to the office due to sickness. • Such leave must be supported by a Medical Certificate when the period of leave exceeds two

days. • All kinds of leave, not availed or used up during the financial year, shall lapse on 31st of

December. The same would be reimbursed in monetary form. • Any employee who is found guilty of taking leaves without intimation/approval from the HR

Dept. shall be penalized accordingly and this will reflect in his increment/promotion at the time of review.

• “Leave without Pay “ means extraordinary leave granted/treated for any valid purpose.

• Additional Leaves

Where an employee is unable to return to work following leave, he/she should discuss with their

Team Leader taking any further period of absence as monthly leave, flexi-leave, unpaid leave or sick

leave. In the case of sickness absence, a ‘Statement of Fitness for Work’ must be obtained and

returned to the manager in accordance with the Management of Sickness Absence Procedures.

Procedure: The procedure for obtaining leave shall be as under: • Duly filled leave Application Form by the applicant, duly recommended and signed by the Department

Head shall be sent to HR Dept. • Telephonic messages for the grant of leave should be communicated to the HR Dept. Such kind of

leave shall be followed by submission of a regular application on return from the leave. But the prior approval should be there from the supervisor and the same should be communicated to the HR.

Strict Rules for Everyone

1. Candidate absent without notification again and again, will face bonus cancellation, promotions delays, may be termination from services. [Since 2010] 2. Candidate on Leave or absent more than 2 days in a month will cause Bonus cancellation. [Since 2013] 3. Candidate on Leave or absent more than 4 days in a month will cause a one month delay in promotion. [Since 2014] 4. As per company timing all Candidates are required to enter the office 5 mins earlier. [New Rule Added, 2016]

PERFORMANCE APPRAISAL POLICY The Performance Appraisal system is aimed at documenting in clear, specific terms, the standards of performance achieved / not achieved during a specific period. This exercise is very critical for the purpose of dimensioning quality and quantity of results, measuring performance, identifying potential and determining training and development needs. A well-executed Performance Appraisal exercise is very helpful to both, Appraiser and Appraisee to facilitate focused result-orientation and effective management. To achieve this, it is imperative to anchor subjectivity by documenting as much factual assessment as possible, rather than views and opinions. Baseline IT Development generally conducts performance appraisals upon completion of an employee’s 180 days of employment after the initial hire date or the date of transfer to a new position, and then annually. Every employee has to submit his daily report to his senior and HR dept. & depending upon these reports, every employee performance will be reviewed and he/she will be eligible for performance appraisal.

The senior management and the Human Resources Department will review pay ranges according to cost of living annually and adjust them as necessary. Managers will keep track of those employees eligible for a performance appraisal. A copy of the appraisal document shall be given to the employee for continuous referral throughout the year to ensure he or she is aware of goals and areas targeted for improvement. Pay increases may be given at the discretion of Baseline IT Development. Some of the factors that may be taken into consideration by management when recommending a pay increase include: • Performance throughout the year • Adherence to policies and procedures • Contributions to improvement • Teamwork • Support to Baseline IT Development mission • Performance in comparison to other employees within the department.

THE PROCESS Our performance reviews help you create and facilitate a feedback loop that is ongoing, consistent, and delivers results. Using job descriptions that contain expectations and measures for each primary duty, both employee and manager know what is expected of them. With ongoing reviews, they assess progress together and decide on a plan for improvement. All of our tools for performance reviews (forms for assessing performance against expectations, the “Performance Planning Record”, memos, Daily Trackers, guidelines, and T & D lessons) are included while reviewing performance of each employee. We follow a 360 degree method while doing appraisals. The appraisal process will constitute the following steps:

• Self-Assessment - The employee will appraise himself / herself, on the above given dimensions against the above mentioned rating standards. This is to provide the employee a chance to state without any inhibition / reservation, his / her achievements and areas of improvement. The employee should give rationale for his / her self-assessment.

• KRAs – After self-assessment, the employee has to fill his key result areas which he has achieved while working at BaselineIT Development. His performance will be assessed by his superiors on the KRAs mentioned & the rating given by him.

• Rating by others – After self-assessment & KRAs, the performance will be assessed by his/her

colleagues who are working with Baseline IT Development.

• Review of Management / Senior Management – The Sr. Management of the company will review the above assessment and will give their evaluation and rating. The final approved rating will be communicated through a letter to each employee by the HR Department.

PERFORMANCE BONUS SCHEME Bonus Conditions for Monthly and Yearly : Bonus claim will be only after completion of employee agreement successfully that is usually one year. If any new agreement is signed before the completion of year, even then bonuses will be released on completion of year with company.

Within 45 -60 days after each year completed by the candidate in the company all bonus points earned will be

paid.

Schema is as follows:- Individual Bonuses: Monthly Hours Points Earned 100 hrs 6 120 hrs 8 140 hrs 10 160 hrs 12 Below 60 -4 Below 40 -6 Team Lead Bonuses:- T1 ( Team Lead + 2 Team Member ) MSL:20 300 hrs 12 360 hrs 16 420 hrs 20 480 hrs 24 T2 ( Team Lead + 3 Team Member ) MSL:25 400 hrs 12 480 hrs 16 560 hrs 20 640 hrs 24 T3 ( Team Lead + 4 Team Member ) MSL:30 500 hrs 12 600 hrs 16 700 hrs 20 800 hrs 24 T3 ( 6 - 8 Team Member ) MSL:30 300 hrs -12 400 hrs 0 640 hrs 12 720 hrs 16

800 hrs 20 880 hrs 24 Exceptional Bonus:-

● If team T1 is doing 240 hrs in month, but Team leads himself doing 60 hrs will get 6 points ● If team T2 is doing 320 hrs in month, but Team leads himself doing 50 hrs will get 6 points ● If team T3 is doing 400 hrs in month, Team leads will get 6 points

Team Leads are themselves responsible to maintain their team. Same Hourly Bonus conditions will remain applied even if you have a lesser number of candidates.

Condition: 1. Your all projects are ended with positive feedback. 2. Rating of projects goes negative or in dispute will not be included, and may cause cancellation of bonus. 3. Any type of misbehavior with Employees, Team Management, all bonuses will vanish including pending payments. 4. Breach of any agreement or policy of the company will cause cancellation of all bonuses. *Note :- Performance bonus policy is to motivate employees, Management is fully authorized to cancel all such bonuses any time without specifying any reason to anyone.

Minimum Conditions to Continue Working in Company

Maintain Discipline and Behavior with Team Members / Seniors. Minimum Performance in terms of hours should be like this at different levels:

L1 - 40 hrs ( 0 - 3 Months ) L2 - 50 hrs ( 3 - 6 Months ) L3 - 60 hrs ( 6 + Months )

T - 100 hrs Team Lead (60) + L1 (40) ( 15 K - 19 K ) T1 - 150 hrs Team Lead (60) + L2 (50) + L1 (40) ( 20 K - 24 K ) T2 - 220 hrs Team Lead (60) + L3 (2*60) + L1 (40) ( 25 K - 34 K ) T3 - 260 hrs Team Lead (60) + L3 (2*60) + L1 (2*40) ( 35 K + )

EMPLOYEE REFERRAL POLICY To state the procedures and guidelines for rewarding those employees of Baseline IT Development who help identify and attract suitable and competent talent, irrespective of the industry, in order to meet our resource requirements at an optimum cost. We welcome and encourage the present employees of the organization to refer their friends and known ones to the organization and enjoy the benefits of doing so.

• Policy Terms & Usage

• The current Human Resource requirements will be intimated to all though official internet by HR.

• The employee’s role will be limited to the submission of the resume of the candidate. After this the regular process of short listing and interviews will be applied to the referrals also.

• The referral amount would be paid only after 6 months of successful completion of the referred candidate at Company.

• The payment of the referral amount would be made to them through a Cheque/ Bank Transfer.

• The amount of referral payable depends on the referral scheme applicable at the time the resume was referred or sent.

• This policy is subject to amendment without notice, however all such changes will be intimated to employees from time to time.

• A referred candidate if selected in the company, results in the employee being eligible for a gift voucher as per Employee Referral Scheme.

• Rewards, bonuses which will be taxable as per taxation rules prevailing as per jurisdiction as may be prevalent from time to time.

• Conditions for a Valid Referral

• The soft copy of the resume of referred candidates should be sent to HR Email.

• The referring employee must be on Company payrolls.

• Employees may refer to individuals who fit the specifications given in job descriptions for vacant positions which Human Resources posts from time to time.

• The Referring employee name should be specifically mentioned in the candidacy form.

• If the same reference is received from different employees or vendors, the decision on which one to consider is based on the date of receipt of the resume.

• Resumes sent to referrals are valid for a period of 2 months.

• All recommendations made by the employees must come from their personal contacts/connections and not through any recruitment agency.

• Conditions for an Invalid Referral

• An employee who has submitted his/her resignation to the company but has referred candidates who are yet to complete three month's stay in the company will not be eligible for the referral amount.

• The employee making the referral will not in any way be involved with the interview or salary fixation of the candidate.

• If the referring employee is not on rolls of the company then his reference will be considered invalid.

• In case the resume is already available in the data bank, the referral process will be terminated at the same stage.

While recruitment and selection processes remain an important aspect of Human Resources Management. Hiring the right employee is a challenging process. Hiring the wrong employee is expensive, costly to your work environment, and time consuming. Reference policy is made to encourage the employees but is not the means of earning money. So employees should consider referral policy as an important aspect of recruiting the right candidate for the right position.

TRAVEL POLICY Baseline IT Development reimburses its employees for necessary and reasonable expenses of approved company travel, business meetings and business entertainment. Each department shall ensure that expenditures for company travel are reasonable and appropriate considering Baseline IT Development mission and that the least costly method of transportation is used.

Business Travel: All business travel must be approved in advance by the Director and/or HR. Employees whose travel plans have been approved are responsible for making their own travel arrangements.

Business Meetings: Business meetings are a part of Baseline IT Development business activities. Each department shall make sure that expenditures for this purpose are reasonable and appropriate considering the company’s mission. Business meetings include situations which business cannot be transacted other than at a meal time, or in which planned meetings extend through the normal meal time. Business meeting expenses may include charges for meals as well as other direct costs of the meetings (e.g. room set up charges, wait staff, etc.) at which Baseline IT Development employees and their guests meet to talk about business. Business meetings do not include entertainment or social activities or any other costs directly linked to entertainment (such as tickets to shows or sporting events, lodging, transportation, or food or rental costs related to entertainment); unless otherwise approved by the Director and/or MD.

Travel and Related Policies

It is important to note the following for a clear understanding of the travel policies listed below:

• Every employee in the organization is associated with a particular office; hereafter referred to as his/her ‘primary branch’, so as to achieve well-defined working, reporting and authorization structures within the organization.

• Distance calculation (if applicable) for any official travel (local/outstation) undertaken by any employee is made by either using the branch location(s) (primary branch or otherwise) and/or the planned destination locations as the terminal stations (as the case maybe) and NEVER according to the home location of the employee.

• If an employee, as a part of his/her job requirements, is required to report in different branch locations on different days of the week, the normal travel policies will not be applicable for him/her and instead the corresponding policies (applicable to the particular employee) will be decided by the respective approving authority on a case-to-case basis.

• If the employee travels on his/her own conveyance he/ she will be paid

• Two wheeler - @ ₹ 2/Km. and

• Four Wheeler @ ₹ 5/Km.

• If any of the employees does not have his/her own conveyance, then following guidelines have to be observed by the employee before availing of any means of transport for intra-city travel-

• Executive/Senior Executive is eligible to travel via public transport only. He/she can avail of an auto-rickshaw/ 3-wheeler only in case of emergency.

• Manager/Senior Manager/AVP/VP/Director is eligible to travel by Four-wheeler. He/she can avail a metered/private taxi only in case of emergency.

• If more than one employee goes on the same project, then they must travel together for the work and the senior person will claim the expenses. The monthly reimbursement for intra city travel will be paid along with the salary, by duly filling a Local Travel Reimbursement Form on week before the salary date. They are expected to duly submit bills in their claims for local travel reimbursement. If appropriate bills are not furnished, the claimed expenses will be reimbursed only on approval by the respective approving authority.

Local Travel Allowance for Business Purposes

• The Allowance is not applicable to those employees in whose case the allowance (Business Travel / Official Tour) is incorporated into their salary package.

• The conveyance allowance is applicable to the employees according to their official tours.

Outstation Accommodation Allowance for Business Purposes & Outstation Meals Allowance for Business Purposes

The Allowance is not applicable to those employees in whose case the allowance (Business Travel / Official Tour) is incorporated into their salary package.

The allowance is applicable to the employees according to actual expenses of their official tours subject to the discretion of management.

SEXUAL HARASSMENT POLICY

Baseline IT Development strictly prohibits any kind of sexual harassment. Sexual harassment includes making unwelcome advances, sexual flirtations or propositions, continual or repeated verbal abuse of a sexual nature, graphic verbal commentaries about an individual's body, sexually degrading words used to describe an individual, humor and jokes about sex or gender specific traits, sexual innuendo, display in the workplace of sexually suggestive objects or pictures, and transmission of sexual messages via voice mail, regular mail, e-mail or the Internet or Intranet.

We respect the personal space of all individuals and would not like to interfere in their life after office hours until it is having a direct impact on the efficiency of the employee to perform his/ her duties. We expect this behavior from all members for their colleagues as well. However if any employee is facing some kind of harassment of any form, be it sexual or unnecessary interference in personal life or mental stress from their seniors, colleagues or juniors can report the same either to the HR department or the Management of the organization. For this purpose we have a harassment form which is available with the HR Dept. and can be filled in and submitted to the competent authority. If you believe you have been the victim of harassment, or know of another employee who has, report it immediately. Employees can raise concerns and make reports without fear of reprisal. Any supervisor who becomes aware of possible harassment should promptly advise their supervisor or the Human Resources Dept. who will handle the matter in a timely and confidential manner. However, the company shall not entertain any complaint which is not made in a formal written manner and no action shall be initiated in this case. For further insight into this Policy please refer to the Policies and practices given in HR Framework.

DATING POLICY 1. Employees must maintain high standards of professionalism and ethics in their personal relationships

with other employees and/or managers in the workplace.

2. Since management has no specific policy that forbids employees to date each other, we ask that you carefully consider the consequences of this practice, since it often results in unrest and turmoil in the workplace.

3. In keeping with our commitment to operate our workplace with high employee morale, management reserves the right to take necessary measures when personal relationships negatively impact business operations or individual performance.

COMPLAINT/SUGGESTIONS CELL POLICY

Under normal working conditions, employees who have a job-related problem, question or complaint should first discuss it with their immediate supervisor. At this level, employees usually reach the simplest, quickest, and most satisfactory solution. If the employee and supervisor do not solve the problem, Baseline IT Development encourages employees to contact the Human Resources Dept.

EXIT POLICY Because employment with Baseline IT Development is based on mutual consent, both the employee and Baseline IT Development has the right to terminate employment at will, with or without cause, at any time. Termination of employment is an inevitable part of personnel activity within an organization, and many of the reasons for termination are routine.

• Baseline IT Development may choose to schedule exit interviews at the time of an employee’s resignation.

• Terminated and resigning employees will receive their final pay in accordance with applicable state laws provided they have served the notice period as mentioned in the appointment letter.

• Employees participating on company benefits will be canceled upon the employee’s last date of employment with Baseline IT Development.

• All terminations / resignation must be made with advance assistance and planning of the Human Resources Department as mentioned in the appointment letter.

• The employee should submit his/her resignation to his/her department head and get his approval. Alternatively, the termination letter would be issued by the HR Dept. after following the due process of termination.

• The approved resignation letter should be handed over to the HR department. This would be followed by an Exit interview where the HR department would try to retain undesired attrition.

• The HR department would verify the signed ‘No Dues Form’ and hand it back to the employee.

• The employee would finally take the signatures of Managing Director or Director Operations on the ‘No Dues Form’ and submit the same to the HR department latest by his last working day.

• HR department would send the completed form to the Accounts Department latest by next working day.

• The accounts department would calculate the full and final settlement amount and transfer the balance with the next month's salary.

• The accounts department would confirm the full and final settlement to the HR department who in turn would issue the relieving letter signed by the Managing Director and Director Operations.

• This process would be applicable to all employees of Baseline IT Development. If any employee fails to get his clearance done his salary would be put on hold.

• No written material of any kind may be provided to a terminated employee without the advance authorization of the Human Resources Department.

• Since termination circumstances are unique, no general policy or procedures can be provided. The appropriate forms, disclosures, agreements and processes for each situation will be professionally supervised by the Human Resources Department, working together with the manager to achieve an optimal result for Baseline IT Development.

• DOCUMENTS

Once you get relieved following documents will be handed over to you: • Experience Certificate • Relieving Certificate(if asked)

In case any of the conditions are not fulfilled, management can hold you’re relieving.

EMPLOYEE RIGHTS & RESPONSIBILITIES Every Employee, during the course of his tenure with the organization, shall be privileged to some right & responsibilities. It shall be the endeavor of all employees of Baseline IT Development to contribute to the highest standards of service excellence.

• CONTRACT OF EMPLOYMENT Employee shall strive for continuous growth and Improvement of the business & organization and shall make sincere and genuine efforts to meet the targets efficiently and effectively. Employee job duties and responsibilities will be detailed to him by his immediate Reporting Manager. Employee designation and duties are merely indicative of the responsibilities which you are required to carry out. The EMPLOYER can ask you to perform any other administrative, managerial, and supervisory or other functions as deemed fit.

• MEAL BREAKS AND REST PERIODS All employees are provided with one meal period each workday. Employees are allowed for a 30 minutes meal break. Meal breaks generally are taken as scheduled on a staggered schedule so that your absence does not create a problem for co-workers or clients. Baseline IT Development employees who work for 12 hours in any one day are provided with two paid rest periods of 10 minutes each.

• RIGHTS TO INFORMATION It is the right of all employees to ask for the information needed either from immediate superior or the HR Dept. only which is related to him/her. It can include project details, project assistance, documents like salary slips, Tax computation sheet, Information on reimbursements of allowances, Leaves account etc.

• PROGRESSIVE DISCIPLINE Baseline IT Development believes best disciplinary measure is the one that does not have to be enforced rather it comes from good leadership and fair supervision at all employment levels. Baseline IT Development best interest lies in ensuring fair treatment of all employees and in making certain that disciplinary actions are prompt, uniform, and impartial. The major purpose of any disciplinary action is to correct the problem, prevent recurrence, and prepare the employee for satisfactory service in the future. Disciplinary action may call for the following steps: 1st offense may call for a verbal warning; a next 2nd offence may be followed by a written warning; another 3rd offence may lead to a termination. Baseline IT Development encourages employees to bring their disputes or differences with other employees to the attention of their reporting officer or the HR Department before the situation escalates into potential violence.

• EQUAL EMPLOYMENT OPPORTUNITY It is the policy of Baseline IT Development to provide equal opportunity to qualified persons in all aspects of employment without regard to race, color, national origin, gender, age, disability, veteran status, marital status, or any other characteristic protected by law. Any employee with questions or concerns about any type of prohibited discrimination in the workplace is encouraged to bring these issues to the attention of the employee’s immediate manager. The immediate manager shall immediately contact the Human Resources Department regarding the complaint. In the alternative, any employee with questions or concerns about any type of prohibited discrimination in the workplace involving their immediate manager or a line above their immediate manager is encouraged to bring these issues directly to the attention of the Human Resources Department.

• BULLETIN BOARDS Bulletin boards placed in designated areas provide employees access to important posted information and announcements. The employee is responsible for reading necessary information posted on the bulletin boards.

• EMPLOYEE RELATIONS • Baseline IT Development experience has shown that when employees deal openly and directly with

supervisors, the work environment can be excellent, communications can be clear and attitudes can be positive.

• Baseline IT Development demonstrates its commitment to employees by responding effectively to employee concerns. If employees have concerns about work conditions or compensation, they are strongly encouraged to voice these concerns openly and directly to their supervisors or managers. If concerns are not resolved in a timely matter, employees are encouraged to speak with the Human Resources Department, only after the matter has been escalated by the employee to the manager and a referral to the Human Resources Department is made.

• Professionalism at the workplace: - Maintain good relationships with your colleagues. • Do not spread wrong information/ rumors about the integrity and character of a person as it can

create problems for employees who are spreading. • Maintain good relationships with your clients and customers.

We hope the above details would help you to become comfortable within the organization. In case of any clarification or query, please feel free to get in touch with the HR Department. We hope to have a long and enduring relationship with you. We wish you the very best for your tenure with us. Happy Working! Date: 1st Jan, 2012.