EXCERPTS FROM WFH POLICY

o Employees can occasionally work from home as per business needs or domestic reasons but not on
regular basis.
o While on working from home, employees are required to meet goals and complete assigned tasks as
agreed with their N+1.
o The approval of respective Operations/Scheme Manager must be secured at least 2 working days
prior to the actual start of or date of home working by filling Outdoor duty form in HRMS. (except in
case of emergencies or exceptional situations).
o There should be clear business need for the employee to undertake work from home rather than
attending the office.
o Since we work in India approval has to be taken from Operations Manager in India.
o Maximum number of days allowed for working from home shall not exceed 4 days per quarter per CIF
Global-SSC production staff, which are not consecutive days. Additional days to be approved by HR
basis the circumstances.
o In case of BCP, the BCP resources working from home will be in addition to the above 4 days WFH
allocated per quarter.
o Employees would be discouraged to take WFH if a regular pattern of being away from the office is
developed.
o If anyone from Team is on leave then WFH wouldn’t be approved, unless above mentioned
exceptions.
o Operations/Scheme Managers should consider requests for working from home on the following
criteria:

 The applicant’s skills, abilities and personal attributes: The employee’s competency, experience,
conduct and past performance should be considered in determining whether the employee is considered
suitable to work from home

 Dependency of working location:

o Factors like availability of robust internet connectivity distance from office and mode of travel,
considering assets to be used
o No Work from Home on, before & after public holidays
o In case of medical appointments / emergencies subject to approval from third party independent
registered medical practitioners, Operations / Scheme managers can approve such requests if there
is a clear business need to allow the employee to work from home
o For employees working from home, any hours worked from home should be recorded on BV
production tools defined in the standard way (to a minimum of 7 hours 15 minutes)
o EWC is not applicable for employees working from home
o Any employee opting for ‘work from home’ for domestic exigencies will not be viewed
disadvantageously for annual performance reviews

Expectation of employees who occasionally work from home

o While working from home, employees must be engaged on the work activities as agreed by the
respective Managers of “The Company” and be contactable during normal hours of business
operations.

IT equipment

o Laptop and internet connection (applicable to only BCP resources) may be provided to employees
who anticipate working from home. Any request for such equipment will need to be authorised by the
Operations/Scheme Manager and agreed by IT on a case-by-case basis.
o Employees who opt to work from home should have provision for internet connectivity to avoid
dependability on office dongle/modem.

Telephone
o The employees will be required to use their own telephone for making occasional telephone calls while
working from home. Any additional charges incurred for making official calls will not be borne by the
company.

Security

o When working from home, the employee must be aware of the increased risk of a security breach.
The employee must ensure that all documentation is stored securely and that any laptop or PC is
password protected and turned off when not in use.
o IT equipment provided to the employee to support working from home is for official use only.
 EXCERPTS FROM WFH POLICY

o The employee is also required to comply with “The Company” policies that cover the use of IT
equipment and applications.

Absence and sickness

o If an employee is unable to work on the day, which he/she had expected to work from home due to
sickness, injury or otherwise, employee must follow “The Company” absence reporting procedure and
“Leave Policy and Procedure”. The employee is required to keep his/her Operations/Scheme Manager
informed of the likely date of return to work, the reason for the absence, and progress, as if employee
was normally attending work.
o The “Disciplinary Policy and Procedures” apply equally to office-based and working from home
arrangements. Any abuse of the working from home arrangements amounting to misconduct may be
subject to disciplinary action.

Health and safety

o The Company’s “Policy on HSE at Work” remains applicable to employees working from home. Copies
of the Health & Safety policies and procedures are available on the Intranet for reference or check
with respective operations/scheme Manager or any CIF SSC authorized person.
o It is the responsibility of the employee to care for his/her own Health and Safety and make “The
Company” aware of any issues that may have an impact on this. Accidents to employees sustained
while working from home must be reported in the same way as if office based.

Confidentiality
o While working from home employees will remain subject to all confidentiality clauses contained within
their contract of employment and code of conduct. A disclosure of confidential information during the
course of employment may be considered by “The Company” as gross misconduct and grounds for
termination of employment without notice.

Monitoring and review

o The Operations/Scheme Manager/Team Leaders will be responsible for monitoring the employee’s
productivity/utilization/performance while working occasionally from home and regular feedback shall
be given to employee, whether employee is meeting expectations or need any improvements.
o In case the performance of the individual is not on par as per scheme/process needs during remote
working scenarios then “The Company” reserves the right to discontinue/ not extend work from home
option for such employees.

The decision to permit ‘work from home’ for an employee is entirely at the discretion of the Management of
“The Company”. Occasional working from home is neither a contractual nor a statutory right and “The
Company” is under no obligation to approve any request by an employee to work from home.

*******