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PTC INDIA -EMPL OYEE HANDBOOK
TABLE OF CONTENTS

Revision Table ........................................................................... 4

Scope ......................................................................................... 6

GENERAL GUIDELINES ........................................................................ 7

Attendance and Working Hours .............................................. 8

Dress Code ................................................................................ 8

Policy for Prevention of Sexual Harassment at Workplace .. 9

RECRUITMENT & HIRING POLICY ..................................................... 13

Employee Referral Policy (India)........................................... 14

Re-Hire Policy (India) ............................................................. 16

LEAVE POLICY .................................................................................. 17

Leave Policy-PTC Software (India) Pvt. Ltd. .......................... 18

Leave Policy-Parametric Technology (India) Pvt. Ltd. ........ 22

Maternity & Child Adoption Policy ........................................ 25

Paternity & Child Adoption Policy ......................................... 26

OTHER BENEFITS ................................................................................ 27

Group Health Insurance Policy ............................................. 28

Mom and Child Care Program .............................................. 32

Personal Loan Program .......................................................... 35

Higher Education Policy ......................................................... 39

2
SEPARATION POLICY........................................................................ 42

APPENDIX ......................................................................................... 47

FAQs- Code of Conduct for Associates ............................... 49

• ICC Members PTI Location ................................................ 51

• ICC Members PTC Location............................................... 52
FAQs- Mom & Child Care Program ....................................... 53

FAQs- Insurance ..................................................................... 54

Insurance Support Matrix ....................................................... 56

Important Links ........................................................................ 63

3
 REVISION TABLE

ORIGINATOR APPROVED BY DESCRIPTION FOR CHANGE DATE

Recruitment & Hiring Policy

Human HR Head/
Resources Akanksha Sane Employee Referral Policy-Link to Global Revision Date-
Employee Referral Policy Added April 15, 2022

Leave Policy
Modification in number of Leaves (33) to Revision Date-
make it consistent-PAN India January 1, 2019
Maternity & Child Adoption Policy-
Human HR Head/
Modification to Maternity Leave Policy plus Revision Date:
Resources Akanksha Sane
changes according to the new Maternity January 1, 2019
Act
Paternity & Child Adoption Policy- Revision Date:
Modification to Paternity leave policy August 1, 2018

Other Benefits
Employee Assistance Program- Change in Revision Date-
Human HR Head/
the Vendor April 1, 2017
Resources Akanksha Sane
Higher Education Policy-Modification in Revision Date –
duration and reimbursed amount. January 1, 2018

Human New Policy-

Akanksha Sane Separation Policy
Resources July 21, 2022

Human Revision Date –

Akanksha Sane Group Health Insurance Policy
Resources January 1, 2024
Human Policy for Prevention of Sexual Harassment Revision Date –
Akanksha Sane
Resources at Workplace March 1, 2017
Human Revision Date –
Akanksha Sane Re-Hire Policy
Resources April 1, 2019

4
5
 SCOPE

The purpose of this Employee Handbook is to provide a clear explanation of the

terms and conditions of employment, the company policies and the available
benefits for employees of our organizations. This Employee Handbook applies to
the following locations:-

1. PTC Software (India) Pvt. Ltd. Pune- Weikfield

2. PTC Software (India) Pvt. Ltd. Pune- Marisoft
3. Parametric Technology (India) Pvt. Ltd. Gurgaon
4. Parametric Technology (India) Pvt. Ltd. Bangalore
5. Parametric Technology (India) Pvt. Ltd. Mumbai
6. Parametric Technology (India) Pvt. Ltd. Chennai
7. Parametric Technology (India) Pvt. Ltd. Pune Sales
This Employee Handbook is the property of the Company and is made available
to the Company’s employees for reference only. Without the prior written
approval of the Company, this Employee Handbook may not be reproduced in
any form or disclosed in any way.

6
 GENERAL
GUIDELINES

7
 ATTENDANCE AND WORKING HOURS

The company follows official business working hours from 9:30 AM to 6:00 PM (Monday to
Friday) and separate for technical support.

However, the company provides time-flexibility to employees as per their convenience

with their managers consent to provide better work-life balance.

DRESS CODE

The company does not follow a dress code policy.

Employees are at the liberty to wear smart business and casual attire.

8
POLICY FOR PREVENTION OF SEXUAL HARASSMENT AT WORKPLACE

Scope of the Policy

• This Policy is in compliance with the Sexual Harassment of Women at Workplace (Prevention,
& Redressal) Act,2013.
• This policy covers all employees (definition of employee given below).
▪ All “employees” defined under the Act are covered: -
▪ Permanent, Temporary, Ad-hoc, Trainee, Contract, Daily wages, Voluntary,
Probationers,
▪ Apprentices, part time or working as consultants.
• The policy is applicable to all the allegations of sexual harassment by an employee against
another employee within company (office & site) premises, or official company functions
(Parties and socials) or any business trips and official travel or transportation by company
transport for official work.
• It shall also be applicable in respect of all allegations of sexual harassment made by a third
party / contractor / service provider / customer against an employee or made by an
employee against a third party / contractor / service provider / customer, if the sexual
harassment is alleged to have taken place within company premises or at the location of
customer/vendors/service providers/contractors etc.
Definition of Sexual Harassment

Sexual Harassment has traditionally been divided into two well-known forms:

• Quid pro Quo

• Hostile work environment

"Quid Pro Quo" literally means "this for that". Applying this to sexual harassment, it means seeking
sexual favors or advances in exchange for work benefits such as promises of promotion, higher
pay, academic advancements etc. This type of sexual harassment mostly holds a woman to
ransom as her refusal to comply with a 'request' can be met with retaliatory action such as
dismissal, demotion, memos, tarnished work record and difficult work conditions.
"Hostile work environment" is a less clear yet more pervasive form of sexual harassment. It
commonly involves conditions of work or behaviour towards a female worker, which make it
unbearable for her to be there. While the worker is never promised, or denied anything in this
context, unwelcome sexual harassment occurs simply because she is a woman. Understanding
Instances of Sexual Harassment, several surveys revealed that a number of unwelcome actions
by fellow colleagues are causing harassment among women workers.
Some examples of behaviour that constitute Sexual Harassment at the workplace:

9
 • Making sexually suggestive remarks or innuendos.
• Serious or repeated offensive remarks, such as teasing related to a person’s body or
appearance.
• Offensive comments or jokes.
• Inappropriate questions, suggestions or remarks about a person’s sex life.
• Displaying sexist or other offensive pictures, posters, mms, SMS, WhatsApp, or e-mails.
• Intimidation, threats, blackmail around sexual favors.
• Threats, intimidation or retaliation against an employee who speaks up about
unwelcome behaviour with sexual overtones.
• Unwelcome social invitations, with sexual overtones commonly understood as flirting.
• Unwelcome sexual advances which may or may not be accompanied by promises or
threats, explicit or implicit.

KEY ELEMENTS OF WORKPLACE SEXUAL HARASSMENT

Workplace sexual harassment is sexual, unwelcome and the experience is subjective. It is the
impact and not the intent that matters and it almost always occurs in a matrix of power.
Some examples of behaviour that may indicate underlying workplace sexual harassment and
merit inquiry:

• Criticizing, insulting, blaming, reprimanding or condemning an employee in public.

• Exclusion from group activities or assignments without a valid reason.
• Statements damaging a person’s reputation or career.
• Removing areas of responsibility, unjustifiably.
• Inappropriately giving too little or too much work.
• Constantly overruling authority without just cause.
• Unjustifiably monitoring everything that is done.
• Blaming an individual constantly for errors without just cause.
• Repeatedly singling out an employee by assigning her with demeaning and belittling
jobs that are not part of her regular duties.
• Insults or humiliations, repeated attempts to exclude or isolate a person.
• Systematically interfering with normal work conditions, sabotaging places or instruments
of work.
• Humiliating a person in front of colleagues, engaging in smear campaigns.
• Arbitrarily taking disciplinary action against an employee.
• Controlling the person by withholding resources (time, budget, autonomy, and training)
necessary to succeed

Functioning of the committee

The committee will:

• Keep all complaints of sexual harassment confidential.

• Will deal with the complaints within the time frame prescribed.

10
 • Meet once in every three months
• Review the need for any actions related to the implementation of the policy.
• Review and discuss any complaints received.
• Investigate and Coordinate the enquiry of complaints received.
• Suggest the penalty for the substantiated or un - substantiated complaints.

Review and finalize actions on complaints related to third parties.

Complaint Handling and Inquiry Process

• Step 1 – Written complaint is made to the ICC
• Email IDs: ICCGurgaon <ICCGurgaon@ptc.com>, ICCPune <ICCPune@ptc.com>
• Step 2 – Committee reviews and calls for a meeting
• Step 3 – If Conciliation the case is closed
• Step 4 – If it requires investigation the process is followed
• Step 5 – ICC completes the investigation in three months
• Step 6 – Recommendation is given to the company
• Step 7- In case of any issues appeal can be made with the District Committee (Collector’s
office)
A written complaint must be filed by the female employee within 90 days of the date of incident.

The inquiry must be completed within 90 days.

The inquiry report must be issued within 10 days from the date of completion of inquiry.

Employer is required to act on the recommendations of the committee within 60 days of receipt
of inquiry report.

Appeal against the action of the employer is allowed within 90 days of the date of
recommendation.

In case of Fake complaint appropriate actions are taken against a woman employee.

Disciplinary Measures

The committee may recommend to the Management / Employer (Managing Director/

President Region) action/disciplinary measures which may include:

• Warning letters,
• Withdrawal of previous recognition awards,
• Suspension of service for a duration to be decided by ICC,
• Relocation and / or change of assignment,
• Loss of increment and withdrawal of any benefits,
• Demotion,

11
 • Dismissal or termination of service,
• Deduction of salary for compensation or any other disciplinary action.
The measures will be applicable to Substantiated complaints or Unsubstantiated complaints.

The Management shall provide all necessary assistance for effective implementation of the policy

Handling of complaints with Third parties

It is the intention of the organization to have a mechanism in place to address any complaints with
or from third parties:

vendors and customers

• All employees who have contact with customers are expected to conduct themselves in a
professional manner.
• Complaints received from any third parties will be handled according to the guidelines for
grievance handling defined in the policy applicable to internal complaints.
• Handling of complaints against a third party will discussed within the ICC and actions taken
appropriate to the situation.
Interim Measures

The Sexual Harassment Act empowers the ICC to recommend to the employer, at the request of
the aggrieved employee, interim measures such as

• Transfer of aggrieved woman or respondent to another workplace.

• Grant of special leave of up to 3 months to the aggrieved woman.
Prevention of Sexual Harassment

Company Will:

• Create a safe working place.

• Sensitize all employees on the topic.
• Frame and display clear guidelines on Sexual Harassment and redressal process.
• Publish information on the Act and our policy on the intranet.
• Conduct Training / Workshops at all levels.
• Create an Internal Complaints Handling Committee.
• Create dedicated email id for registration of complaints
• Publish information about Internal Complaints Committee and redressal process on
company premises.
• Hold regular meetings of ICC and write reports of such meetings.
• Act on recommendations of the ICC after the close of the inquiry of complaint.

12
RECRUITMENT
&
HIRING
POLICY

13
 EMPLOYEE REFERRAL POLICY (INDIA)
Purpose

The Referral Policy provides an incentive to employees that refer qualified candidates to fill current
employment openings at our organization.
This is a great opportunity to contribute to company’s growth by recommending innovative talent and
to earn money doing it! Company’s success depends on our ability to attract, hire and retain the most
qualified professionals and the best method of doing this is through our Employee Referral Program.
We are looking for dynamic & talented people like you to add to our high performing team. You can
help by referring extended family, friends, acquaintances or former colleagues that you think would
thrive in our culture.

Eligibility

Referral bonus is paid to the referring employee only if the referred applicant is hired as a regular full-
time PTC employee.

Process (India only)

A referral can be recommended for any position at PTC. All current job openings can be viewed in the
Referral Portal: ptc.eightfold.ai/careerhub

Procedure

• Referral to be uploaded against requisitions published on the employee referral portal only
• Any resumes referred via email will not qualify for bonus.
14
 • The resume must be uploaded on the portal prior to the applicant's contact with Human
Resources Representative. Employee Referral will not be eligible for bonus after the Hiring
Manager or Human Resources department has already contacted the applicant, or the
applicant has already contacted our Organization

Program Rules

• There is no limit to the number of qualified referrals that an employee is permitted to make
• An employee remains eligible for a bonus for a period of 6 months from the original submittal
date of the referral
• Referred employee must complete 90 consecutive days of service with our Organization in India
prior to the referee being eligible for referral bonus
• Bonus will be paid to the employee within the following 2 months after the referred employee
completes 90 days of service
• Referral Bonuses are gross payments and are subject to all appropriate taxes
• If a referral is made by more than one employee, the first referral received by Human Resources
becomes the primary referral
• Retroactive applications will not be accepted

Bonus Amount

• Referral bonus amount differ by country and job type. Hot Jobs are double the standard
referral bonus amount. For a full list of bonus amounts, click https://ptc.service-now.com/esc?
id=kb_article_view&sysparm_article=KB0014739

Employee Referral Bonus Eligibility Rules

• VP's and above, Talent Acquisition and/or any members of the HR team that take part in
recruiting activities, are not eligible to participate in the program
• A supervisor is not eligible to make the referral to his/her area of responsibility
• An employee is not eligible for a bonus if he/she is part of the interview process, chain of
command and/or have influence over the hiring decision for his/her referral
• Referring employee must be the initial contact point to our Organization and referred
candidate cannot be active in the recruiting process through another source or Talent
Acquisition
• Referrals are not entitled for bonus if the preferred candidate has been in employment with our
Organization (full-time, part-time, contractor, temporary, intern or summer employee) within a
period of one (1) year prior to submittal
• Both the referral and the referrer should be on rolls of PTC India at the time of disbursement of
the referral amount.
• Employees cannot collect a referral bonus for referring immediate family members (includes
parents, spouses, siblings and/or children)

*Human Resources department has the final decision in determining the validity of an employee
referral.
15
 RE-HIRE POLICY (INDIA)

Purpose

The purpose of this policy is to govern the re-hire of former organization employees.

Eligibility

• Ex-employees who have received satisfactory performance ratings in their tenure and with
no disciplinary action taken against them
• Ex-employee impacted due to reduction in force

Rehiring within 6 months of termination

Compensation

• The compensation remains unchanged in case where the former employee is being rehired
for the same role/ title / grade/ band or for a comparable level
• In cases where the employee is being hired for a separate role/ grade, the compensation
may be adjusted to match the new grade/ level

Leaves

• Long Service Leave – the employee will be eligible for LSL benefit on getting re-hired within 6
months of leaving our Organization.
• Accrual of all other leaves will start with new hire date.

Rehiring post 6 months of termination

Compensation

• If the employee is being rehired for the same role/ title / grade/ band or to a comparable
level and has not missed any merit cycle, the compensation remains unchanged.
• If the employee is being hired for separate role/ grade, the compensation may be adjusted
to match the new grade/ level.

Leave & other benefit

• For all other benefits it would be treated as new employment from the most recent hire date.

16
LEAVE
POLICY
17
 LEAVE POLICY- PTC SOFTWARE (INDIA) PVT. LTD.
Objective:

The objective of this policy is to ensure that the full-time employees at PTC Software (India) Pvt. Ltd.
have a healthy work life balance and can take time off for themselves and their families.

Scope and Entitlements:

The scope of this policy extends to all the full-time employees of PTC Software (India) Pvt. Ltd.
(“Company”) based in India.
All the full- time employees are eligible for the following types of leaves in a calendar year

Location PTC Pune

Public
Type of Leave Privilege Leave (PL) Sick Leave (SL) Casual Leave (CL)
Holidays
Eligibility in a
21 4 8 10
Calendar Year
Leave Accumulation 60 30 NA
NA NA

 Leave Credit: PLs are credited in every quarter (first month of the quarter).
 Leave Balance: Employee will be able to view leave balances for the quarter in
Workday.
 You will have the ability to retroactively add or edit time up to 4 weeks prior to the
current week. Anything beyond that 4-week period will be locked and you will not be
able to add or edit time entries.
Leaves Jan/Feb/Mar Apr/May/Jun Jul/Aug/Sep Oct/Nov/Dec Total
Allocated
PL 5 5 5 6 21

Note:
• Leaves should be taken post manager’s approval;
• Negative leave balance will be adjusted appropriately at the end of every calendar year.
• 4SL and 8CL to be credited at the beginning of the calendar year for the entire year.

Procedure:

• Employee should apply for leave(s) using the Workday. The Workday will trigger or alert the
employee’s manager for scrutiny of the leave request;
• Manager may sanction the leave after scrutiny;

18
 • Manager may reject a leave request of an employee by accordingly communicating it on
email or in the Workday depending upon the work situation or Company’s business needs
or any other reasons as the manager deems fit.

Privileged Leave (PL)

• PLs will be granted based on your date of joining and will be prorated proportionately (for
new joiners).
• Every year leave encashment will take place for leaves from 61 to 71 days (i.e. 11 days).
Anything over and above this will lapse.
• Employees can carry forward a maximum of 11 days for that calendar year.

• Illustration Given Below: -

Scenario 1 Scenario 2 Scenario 3

Calendar Year Jan-17 Jan-18 Jan-19 Jan-20 Jan-19 Jan-20 Jan-19 Jan-20
PLs Earned 21 14 7+21 (28) 18 7+21 (28) 18 7+21 (28) 16
PLs Consumed 7 7 5 0 12
7+11 (21- 7+11(21-10) 7+9 (21-12)
Calculation 10)
* Leave Credit-will take place on January 1 for the
preceding calendar year

Sick Leave (SL)

• SL cannot be encashed.
• SL of more than 2 days must be supported by a doctor's certificate.
• Employees must communicate their absence due to sickness to their manager as soon as
possible.
• Employees must submit the scanned copy of the medical certificate by logging a case
with people hub.

Casual Leave (CL)

• CLs expire at the end of the year. CL cannot be encashed.

• CLs cannot be clubbed with any other type of leave.
• CLs cannot be taken for more than 3 consecutive days.

Birthday Leave (BL)

• Employees are encouraged to take day off to celebrate their birthday

• Employees can utilize the day off two weeks prior or after their birthdate, if they are unable
to take their actual birthday off due to any of the following reasons:
o Your birthday falls on a non-work day (i.e. a weekend, a statutory holiday or a day
which is not ordinarily worked in your schedule)
o Your work schedule does not accommodate that day off.

19
Long Service Leave (LSL)

• Employees with 5 to 10 years of service as on 31st March of a given year are eligible for 4 leaves
between 1st April and the following 31st March.
• Employees with 10 and more years of service as on 31st March a given year are eligible for 9
leaves between 1st April and the following 31st March.
• Employees who complete 5 years or 10 years of service as on 1st April will get a full credit of the
plan.
• Long Service Leave cannot be encashed

Public Holidays

• List of Public Holidays for India will be uploaded/updated on the global share-point site in the
month of December of every year for the succeeding calendar year.

Compassionate Leaves (Formerly known as Bereavement Leave)

• Global Policy Details refer to the link below:

https://ptc.service-now.com/esc?id=kb_article_view&sysparm_article=KB0013752

• Process to apply - Work with your manager & raise a case with People Hub

Global Volunteer Paid Time Off Leave Policy

• Global Volunteer Leave Policy link below:

https://ptc.service-now.com/esc?id=kb_article_view&sysparm_article=KB0017461

Compensatory Off
• Employees who have been asked to work on company paid holidays may take compensatory off
in consultation with the manager.
• Compensatory off would be given only for full day/shift worked.
• Compensatory off cannot be encashed.
• Compensatory off must be taken within 30 days from the day on which the employee has worked.
• Employees must update compensatory offs in the Workday to regularize the attendance records.

Key Pointers

• All employees to update their attendance regularly in Workday.

• Employees to validate and reconcile their leave and absence records for every quarter by the
10th of the first month, of the next quarter.
• You will have the ability to retroactively add or edit time up to 4 weeks prior to the current week.
Anything beyond that 4-week period will be locked and you will not be able to add or edit time
entries.

Guidelines for Attendance-For employees

• People hub tickets can be raised for the following requests:

20
 o Any discrepancies related to leave and attendance records
o Issues related to compensatory offs (unable to apply in the system, in-out report
mismatch) - Change in the leave approver / supervisor
• Access Card: Please ensure that you swipe the access card while entering and/or leaving
or exiting the office. Failure to swipe or use the access card, the concerned employee will
be marked absent in Workday. Frequently check that you have been marked present
on days on which you have attended and applied for leave as applicable.
• Temporary Access Card: In case the employee has forgotten /not carrying their access
card to the office, they will manually regularize their attendance through " application" in
Workday.
• Work from home: Employees must update the work from home request in the Workday
after they receive their manager’s approval.
• Out Duty: Employees must update the out-duty entry in the Workday.

Attendance is monitored on a quarterly basis. For employees who are marked absent on
Workday due to any of the above reasons, a day’s PL will be entered for that respective day.

Guidelines for Managers

• Leaves are to be approved/rejected on a weekly basis.

• In case you are changing teams, ensure that all pending applications should be
approved or rejected before your movement.
• Only managers are authorized to raise requests for change of leave approvers in
workday by raising a ticket with people hub.

Guidelines for New Joiners

• Leaves will be prorated based on the date of joining.

• Please plan your leaves and apply within the timelines.
• Ensure you take leaves as per your eligibility

Leave credit Date of joining between 1- Date of joining between

15th 16-30th
E.g. 12 Mar E.g. 25 Mar
Q1 (Mar) 2 0
Q2 (Apr, May, Jun) 5 5
Q3 (Jul, Aug, Sep) 5 5
Q4 (Oct, Nov, Dec) 6 6
Total 18 16

*Employee should log a Ticket with People Hub for any issues related to leaves and topics not
covered in the policy document.

21
 LEAVE POLICY- PARAMETRIC TECHNOLOGY (INDIA) PVT.
LTD.
Objective:

The objective of this policy is to ensure that the full-time employees at Parametric Technology (India)
Pvt. Ltd. have a healthy work life balance and can take time off for themselves and their families.

Scope and Entitlements:

The scope of this policy extends to all the full-time employees of Parametric Technology (India) Pvt.
Ltd. (“Company”) based in India.
All the full- time employees are eligible for the following types of leaves in a calendar year

Location Gurgaon
Gurgaon Bangalore
Bangalore Chennai
Chennai Mumbai
Maharashtra Pune Sales

Type of Leave PL SL CL PL SL PL SL PL SL CL PL SL CL
Eligibility in a
19 7 7 21 12 21 12 21 4 8 21 4 8
Calendar Year
Leave Accumulation 60 30 NA 60 30 60 30 60 30 NA 60 30 NA

*PL-Privilege Leave
*SL-Sick Leave
*CL-Casual Leave
*Public Holidays-10
*Leave Credit-will take place on January 1

Note:

• Leaves should be taken post manager’s approval;

• Negative leave balance will be adjusted appropriately at the end of calendar year.

Procedure:
• Employee should apply for leave(s) using the Workday (Workday). The Workday will trigger or
alert the employee’s manager for scrutiny of the leave request;
• Manager may sanction the leave after scrutiny;
• Manager may reject a leave request of an employee in the Workday depending upon the
work situation or Company’s business needs or any other reasons as the manager deems fit.
• You will have the ability to retroactively add or edit time up to 4 weeks prior to the current
week. Anything beyond that 4-week period will be locked and you will not be able to add or
edit time entries.
Privileged Leave (PL)
• PLs will be granted based on your date of joining and will be prorated proportionately. (For
New Joiners)
22
 • Employees can carry forward a maximum of 11 days for that calendar year.
• Illustration Given Below: -

Bangalore, Mumbai,
Chennai and Pune Scenario 1 Scenario 2 Scenario 3
Calendar Year Jan-17 Jan-18 Jan-19 Jan-20 Jan-19 Jan-20 Jan-19 Jan-20
PLs Earned 21 14 7+21 (28) 18 7+21 (28) 18 7+21 (28) 16
PLs Consumed 7 7 5 0 12

Calculation 7+11 (21-10) 7+11(21-10) 7+9 (21-12)

* Leave Credit-will take place on January 1 for the
preceding calendar year

Gurgaon Location Scenario 1 Scenario 2 Scenario 3

Calendar Year Jan-17 Jan-18 Jan-19 Jan-20 Jan-19 Jan-20 Jan-19 Jan-20
PLs Earned 18 11 7+19 (26) 18 7+19 (26) 18 7+19 (26) 14
PLs Consumed 7 7 5 0 12
Calculation 7+11 7+11 7+7 (19-12)
* Leave Credit-will take place on January 1 for the
preceding calendar year

Sick Leave (SL)

• SL cannot be encashed.
• SL of more than 2 days must be supported by a doctor's certificate.
• Employees must communicate their absence due to sickness to their manager as soon as
possible.
• Employees must submit the scanned copy of the medical certificate by logging a case
with people hub.

Casual Leave (CL)

• CLs expire at the end of the year. CL cannot be encashed.

• CLs cannot be clubbed with any other type of leave.
• CLs cannot be taken for more than 3 consecutive days.

Birthday Leave (BL)

• Employees are encouraged to take day off to celebrate their birthday

• Employees can utilize the day off two weeks prior or after their birthdate, if they are unable
to take their actual birthday off due to any of the following reasons:
o Your birthday falls on a non-work day (i.e. a weekend, a statutory holiday or a day
which is not ordinarily worked in your schedule)
o Your work schedule does not accommodate that day off

23
Long Service Leave (LSL)

• Employees with 5 to 10 years of service as on 31st March of a given year are eligible for 4
leaves between 1st April and the following 31st March.
• Employees with 10 and more years of service as on 31st March a given year are eligible for 9
leaves between 1st April and the following 31st March.
• Employees who complete 5 years or 10 years of service as on 1st April will get a full credit of
the plan.
• Long Service Leave cannot be encashed

Public Holidays

• List of Public Holidays for India will be uploaded/updated on the global share-point site in the
month of December of every year for the succeeding calendar year.

Compassionate Leave (Formerly known as Bereavement Leave):

• Global Policy Details refer to the link below:

https://ptc.service-now.com/esc?id=kb_article_view&sysparm_article=KB0013752

• Process to apply - Work with your manager & raise a case with People Hub

Compensatory Off

• Employees who have been asked to work on company paid holidays may take
compensatory off in consultation with the manager.
• Compensatory off would be given only for full day/shift worked.
• Compensatory off cannot be encashed.
• Compensatory off must be taken within 30 days from the day on which the employee has
worked.
• Employees must update compensatory offs in the Workday to regularize the attendance
records.

Global Volunteer Paid Time Off

• Global Volunteer Leave Policy link below:

https://ptc.service-now.com/esc?id=kb_article_view&sysparm_article=KB0017461

Guidelines

• Access Card: Please ensure that you swipe the access card while entering and/or leaving or
exiting the office.
• Work from home: Employees must update the work from home request in the Workday
after they receive their manager’s approval.
• Out Duty: Employees must update the out-duty entry in the Workday.

Employee should log a People Hub Ticket for any issues related to leaves and topics not covered
in the policy document.

24
 MATERNITY & CHILD ADOPTION POLICY

This Maternity and Child Adoption Leave Policy applies to all regular full-time women employees
and sets forth guidelines for providing paid time off in lieu of birth and care of a new-born child, or
for the arrival of an adopted child.

All regular full-time women employees employed in India with at least 80 days of continuous service
as per law are eligible for benefit under this policy. Additionally, a prerequisite is that the employee
must be the biological, adoptive, or legal parent/ guardian of the child and/or the spouse of the
child’s parent with equal responsibility for the child’s upbringing –

• who -gives birth or adopts a child during her employment with the organization
• who hasn’t resigned /, terminated or suspended on disciplinary grounds prior to proceeding
on Maternity or Child Adoption Leave

Under this policy, an eligible employee will receive up to 26 weeks (182 days, including all company
listed holiday and weekends) of paid leave up to 100% of their regular rate of base pay. The birth or
adoption of the child must be while the employee is employed by the organization.

Employees are entitled to only 12 weeks (84 days, including all Company listed holiday and
weekends) of leave in case of Child Adoption within 3 months of the adoption the child. This benefit
is applicable only if the child to be adopted is below 3 months of age.

*Privileged Leaves (PLs): PLs shall not be credited for the period during which the employee is on
maternity leave. Once the employee resumes work, the employee will be eligible for PLs on the pro-
rata basis.
In case of miscarriage, the employee is eligible to apply for 6 weeks of paid leave (42 days including
all Company listed holidays and weekends). These leaves can be applied immediately post the
miscarriage.
Employee can share their manager’s approval regarding the schedule of the leave and raise People
Hub ticket to get the leaves added to their Workday kitty.

25
 PATERNITY & CHILD ADOPTION POLICY

This Paternity and Child Adoption Leave Policy applies to all regular Full-time Male employees of
the organization and sets forth guidelines for providing paid time off for absences related to the
birth and care of a newborn child, or for the arrival of an adopted child.

All regular Full-time Male employees employed in India with at least 8 months of continuous service
are eligible for benefit under this policy. Additionally, the employee must be the biological,
adoptive, or legal parent/guardian of the child and/or the spouse of the child’s parent and also
have or expect to have responsibility for the child’s upbringing –

• has a child who is born or adopted while employed at our organization.

• is the biological, adoptive, or legal parent/guardian of the child and/or the spouse of the
child’s parent and is responsible for the child’s upbringing and has exceeded the greater
of 8 months of service or has exceeded the country specific probationary period prior to
beginning Paternity or Child Adoption Leave
• has not resigned nor terminated their contract of employment, nor suspended on
disciplinary grounds prior to beginning Paternity or Child Adoption Leave.

Under this policy, an eligible employee will receive up to 4 weeks (20 workdays) of paid leave up
to 100% of their regular rate of base pay. The birth or adoption of the child must take place while
the employee is employed by our organization. All Paternity or Child Adoption leaves must be
availed during the first 12 months of Child’s birth or adoption. These 4 weeks may be taken
continuously or on an intermittent basis, provided the employee requests and receives permission
from his manager regarding the schedule of the leave. Employee can raise People Hub ticket
to get the leaves added to their Workday kitty.

26
 OTHER
BENEFITS
27
 GROUP HEALTH INSURANCE POLICY

Group Mediclaim (GMC)

Insurance coverage for expenses related to Hospitalization illness, disease or injury due to medical
necessity.

Group Mediclaim (GMC)- Coverage Details:

Insurance Partners

❑ Insurance Company: Acko General Insurance Co Ltd

❑ Third Party Administrator (TPA): Cashless - Family Health Plan (TPA) Limited & Reimbursement- Acko
general
❑ Insurance Consultant: Marsh India Insurance Brokers Private Limited

Annual Coverage & Members Covered under Insurance Program:

More than 05 Years

Employee Experience More than 10
Less than 05 Years & Less than 10
with PTC Years
Years

Annual Family Floater

Coverage Amount (Sum INR 4 Lacs INR 6 Lacs INR 8 Lacs
Insured - SI)
Self + Any 03 Family
Members + 5th & 6th Self + Any 05 Family Self + Any 05
Family Definition
Members on Voluntary Members Family Members
Basis

Important Notes:

• Family Members Coverage to - Employee + Spouse + Children + Parents / In-Laws. All

Employees can cover either Parental Members OR In-Laws Members. Cross combination of
Parental & In-Laws Members is not allowed.
• Employees less than 5 Years with Company - Additional premium is applicable, in case of 5th
& 6th Family Member addition under the insurance benefit including GST. It will be deducted
from Employees’ Salary.
• Insurance Enrollment Portal: Portal Link - BenefitsYou

28
Important Benefits / Extensions:

1 Jan 2024 to 31 Dec 2024

29
Important General Exclusions:

• Treatment outside India

• Cosmetic or aesthetic or plastic surgery treatments
• OPD, dental, eye, vaccination, inoculation treatments
• Immunotherapy & supplementary medications
• Hospitalisation for convalescence, general debility, intentional self-injury
• Hospitalisation due to use or abuse of any substance, drug or alcohol
• Insanity or venereal disease or any sexually transmitted disease or sickness.
• Hospitalization for evaluation, investigation, diagnosis, examination
• Fertility, sub fertility or assisted conception operation or sterilization
• The treatment of obesity (including morbid obesity) & weight control programs
• Experimental, unproven, non-conventional treatments
• External congenital,
• Naturopathy, homeopathy, Unani, acupuncture, acupressure, osteopath, chiropractic,
reflexology, aromatherapy
• Treatment given by non-allopathic stream of doctors (BHMS, BAMS, BUMS etc.)
• Non-medical expenses like - registration / admission fees, charges for medical records,
cafeteria, telephone, service charges, surcharges
• Unreasonably high charges for treatment (usual & reasonably clause applicable)

Group Personal Accident (GPA)

Insurance coverage against the risk of death / injury due to an accident.

Insurance Partners

❑ Insurance Company: Acko General Insurance Ltd

❑ Insurance Consultant: Marsh India Insurance Brokers Private Limited

Annual Coverage & Members Covered under Insurance Program:

Policy Plan Period From 01 Jan 2024 to 31 Dec 2024

• Insurance coverage against the risk of death / injury due to an accident on Worldwide
basis
Major Policy Scope • Coverage applicable to employees only (other family members are not covered)
• Annual Coverage / Sum Insured - 6 X Annual Salary

• Accidental Death (D) - Coverage up to 100% of Sum Insured Amount

• Permanent Total / Partial Disability (PTD, PPD) - Coverage as per standard disability chart
Benefits / Extensions
• Temporary Disability (TTD) - Weekly Benefit against Loss of Leaves / Loss of Pay. Coverage
upto 1% of Sum Insured subject to a maximum of INR 10,000.

30
Important General Exclusions:

• Cosmetic or Aesthetic or Plastic Surgery Treatments

• Suicide, attempt to Suicide or intentionally self-inflicted injury, mental disorder, anxiety, stress
or depression
• Being under influence of drugs, alcohol, or other intoxication or hallucinogens
• Insanity or Venereal Disease or Any Sexually Transmitted Disease
• Death or disablement resulting from Pregnancy or childbirth
• Ayurvedic, Naturopathy, Homeopathy, Unani, Acupuncture, Acupressure, Osteopath,
Chiropractic, Reflexology, Aromatherapy
• Treatment Given by Non-Allopathic Stream of Doctors (BHMS, BAMS, BUMS etc.)
• Committing any breach of law of land with criminal intent. Participation in actual or attempted
felony, riot, civil commotion, crime misdemeanor.
• Participation in any kind of Sport Activities, Motor Speed Contest, Racing, Circus People, Skiing,
Mountaineering, Big Game Hunting, Ballooning, Hang Gliding, River Rafting, Winter Sports, Ice
Hockey, Polo & such other persons engaged in occupation of similar hazard.

Group Term Life (GTL)

Life (Term) Insurance Coverage / Protection in case of death.

Insurance Partners

❑ Insurance Company: HDFC Life Insurance Company Limited

❑ Insurance Consultant: Marsh India Insurance Brokers Private Limited

Annual Coverage & Members Covered under Insurance Program:

Policy Plan Period From 01 Jan 2024 to 31 Dec 2024

• Life Insurance coverage against the risk of death due to an accident / natural /
Major Policy Scope disease on Worldwide
• Coverage applicable to employees only (other family members are not covered)
• Annual Coverage / Sum Insured (SI) – 3 X Annual Salary

• Critical Illness Benefit up to minimum of (INR 10 Lacs) Per Employee

Benefits / Extensions • Employees are covered for Named Critical Illness as per list specified
• Coverage Applicable: On first ever diagnosis of any one of the eligible Critical Illness

Link to FAQS- INSURANCE

31
OPD VOLUNTARY OPTION

•Insurer Aditya Birla , TPA Visit

•Member covered Self+spouse+2 dep. Children

Coverage Doctor’s Consultation Consultation Fees across all specialties, General Physician,
Super Specialist.

Prescribed Diagnostic All kinds of test, Vaccination for kids.

Prescribed Medicine Any prescribed medicine by a doctor is covered upto 25% of Sum Insured.

Dental Cover Dental Examination / Scaling and polishing / X Ray / fluoride Treatment / Filing /
Prophylaxis / Root canal Treatment / Extractions / Oral Surgery / ReCementation / Medication /
Restoration / Crowning / Implant / Braces. Limited to 50% of Sum insured.

Vision Cover Doctor’s Consulation /Check up done by optometrist / Optician, prescription

glasses / lenses (applicable only on Doctor’s prescription) Cosmetic Procedure excluded. Cost
of Cosmetic lenses / UV Vision glasses / Infrared Glasses / Other protective glasses excluded.
Limit ed to 50% of Sum insured.

•Participation 50% required.

•Exclusions: Cost of frames ,Cosmetic Lenses and procedures ,Any cosmetic procedures ,Protein
Shakes and other supplements even if prescribed ,Hearing Aid ,Treatment related to
Obesity ,IVF, Infertility related treatments, Cataract / Lasik Surgery (Covered under Mediclaim
Policy),Day care treatment list IPD Cover , Advance Receipt / Co pay/ Day Care / IPD
deductions ,Physiotherapy expenses , Ayurvedic Treatment.
 MOM & CHILD CARE PROGRAM

The objective of this program is to support the employee to stay connected with their work
environment and transition smoothly during the maternity leave period. The program also provides
information on host of benefits available to the employee prior, during and post the maternity.

Eligibility

All regular full-time female employees planning for maternity leave are eligible.

Duration and details

This program spans across a period of 18 months and has been divided into three phases each lasting
up to six months, namely Pre-maternity, during maternity and Post maternity phase.

Pre-Maternity

Expectant Parent Program (EPP)

The objective of the EPP program is to assist expectant parents by providing them counselling sessions
during the pre-maternity period. This service is available to pregnant female employee and their
spouse exclusively through our EAP partner – Support Linc at no additional cost.

32
A 24/7 counselling helpline access is made available to the employee and spouse. An employee
may choose to avail the counselling through telephonic / online or request for a face to face
session. This includes a wide range of counselling sessions on subjects like fear of child birth, handling
expectations, roles parents play personally and professionally during this phase and accepting
changes with regards to mind and body.

Availability of Medical rooms at PTC/PTI office premises

Should there be a need for a female employee to rest during regular office hours, the medical room
is equipped with a bed and first aid box at the following locations: -

• PTI Gurgaon- Tower B- 6th floor

• PTC Pune, Marisoft – 5th floor
• PTC Pune, Weikfield B Block – 5th floor
• PTC Pune, Weikfield D Block- 2nd floor (Phase 1)

Embracing Motherhood – Yammer Group

The objective of this yammer group is help expectant mothers interact and share their experiences
with each other. Once we receive a confirmation about your pregnancy, you would be added to
the Yammer group, created exclusively to discuss and have conversations related to topics around
pregnancy. You can actively participate and gain from all the ongoing discussions, read articles
and share tips with your fellow colleagues. This group would also host other female colleagues who
have been through a maternity process, so they can share their experiences.

Exclusive Cab Facility in last two months of pregnancy

The company recognizes the need for a female employee to travel to office with minimum hassle
during the last trimester of the pregnancy. The company shall provide pick and drop facility to
pregnant female employee during the last two months of the last trimester should the employee
wish to commute to office for regular work. This facility will be provided in collaboration with Uber
and/or local vendors as deemed necessary.

During Maternity

Hassle free Insurance claim submission process

With the help of new Insurance portal, an employee can submit the maternity claim online at their
own convenience by uploading scanned copies on the portal. An employee need not physically
visit the office for submitting the claims. The portal provides the facility to track your claim status
online, view the history of the claim status and raise queries via email or using the toll-free number.

33
Post Maternity

Reimbursement process on Crèche Facility

Please note that an employee can claim up to a maximum of INR 2,500 per month (tax grossed
up) for a maximum period of 12 months. The reimbursement would only be made for female
employees resuming work (once the office is operational) and availing the crèche facility within 1
km radius of work premises. Please get in touch with your manager to know more
about the reimbursement process.

Day Care Tie-Up

1. Kangaroo Kids - Viman Nagar - Plot No - 63, Parkland Society, Sakore Nagar, Viman Nagar,
Pune – 411014

Contact person - Vishakha Bhuibhar -9145121888, 9665348891

2. Jumpstart International - Preschool & Learning center - Graficon Vila, Plot No.24,
In the lane, next to Gyaan Adab, Kalyani Nagar, Pune, Maharashtra - 411014

Contact Person - Heena Razzak - +91 8806 668 323

34
 PERSONAL LOAN PROGRAM
Purpose

This program is designed in line with market practices to provide personal loans to employees to
meet various personal needs such as medical, marriage, housing / rental deposits, vehicle
purchase, personal loan and so on. This program replaces the existing housing deposit loan
scheme with immediate effect.

Scope

All regular employees meeting the plan criteria on India rolls as per eligibility below.

Eligibility

Employees can avail this benefit once in four years.

PTC/PTI Career Level Eligibility (INR)

Associate / Specialist INR 50,000
Senior / Supervisor INR 100,000
Principal / Managers & INR 150,000
Above

The amount is restricted to INR 20,000/- for employees who take a loan in their 1st year of service

Process:

• Recovery of the loan amount from salary will be in 24 equal instalments. The deduction will
start from the month in which the loan has been disbursed.
• There will be a notional interest which will be taxable as a perquisite in the hands of the
employee, if the amount of loan extended to the concerned employee exceeds INR
20,000. The calculation of the perquisite will be as per the then prevailing Income Tax law.

35
 • In case the employee leaves the company for any reason before the full recovery of the
borrowed amount, the employee shall pay the unrecovered amount and the interest on
full borrowed amount. The interest will be calculated at the rate of 16% per annum on the
original loan amount for the period from the date of disbursement to the date of settlement.
• There should be a gap of at least 4 years between successive loan disbursements.
• The company, at its discretion, may ask for collateral from an employee desirous of taking
a loan.
• Loan application forms must be submitted by the 10th of the month. For applications so
received and processed, the disbursement of the loan amount will be done on the first
working day of the next month. Loan applications received after the 10th of the month will
be processed in the following month.
Guidelines:
• Employees must fill the Personal Loan Request form.
• An email approval from their respective VPs prior to seeking the approval of
Head HR is mandatory.
• Disbursements of loans will be governed by budgetary considerations and the site
management reserves the discretion in these matters.
• Please note, the loan disbursement would take place between 1st to 10th of following
month, post salary credit.
• To download the Personal Loan Form, Please Click Here

36
 HIGHER EDUCATION POLICY
Purpose

The company encourages employees to continue their leaning path through the Higher Education
program and provides reimbursement for courses and programs described within this policy.
India Eligible Amount - Annually Calendar Year Maximum INR 130000

Eligibility

Upon date of hire, all full-time regular employees are eligible for this program. Employees must
maintain an active employment status from the start until the completion of each course. Partial
reimbursements will not be made under any circumstances.

Eligible Programs

➢ The content of the course is relevant to the current job or future role as certified by the Line
Manager and with a consent from HR.
➢ The course timings should not clash with workday timings and any leave for the purpose of the
course will be adjusted against the employee's personal leave.
➢ The course opted is either from a reputed and recognized university / institution in India or
individual courses provided by a Massive Open Online Course platform also referred to as
MOOCs. These courses are conducted by a university instructor and/or an industry expert and
use a variety of online learning tools to help you master new skills. A few examples of a MOOC
platform are edx and Udemy.
➢ This higher education policy covers both technical and management related courses if they
are relevant to the current / future role of the employee.
➢ As an exception, the PMP certification program is covered under this policy for India
geography.

Please note that you can also opt to complete a free course through the e-learning tool available
exclusively for our company employees on LinkedIn Learning (LinkedIn Learning)

Non-Eligible Programs

• Professional seminars, workshops, or conferences.

• GMAT, GRE, LSAT or similar standardized exams required for admission purposes.
• Professional development courses that generate continuing education units (CEU’s) and/or
contribute to a professional certification (i.e. PHR or are given through an industry-specific
training organization (e.g. Six Sigma, World at Work)

Application Procedure

• The employee must take prior approval from the immediate supervisor level VP to enroll for the
course.

39
 • The employee must also make an application and fill the Higher Education Form and submit
to the HR Department HRBP-India@PTC.com through the respective supervisor via email for
approval before enrolling for the course. This is to ensure that a record is being maintained.

The application must have the following information –

Name of the course
Duration (start and end date)
Total amount required for completion of the course.

Reimbursement Procedure
On successful completion of the course, the employee is expected to write an email to
hrbp-india@ptc.com and attach his/her Degree/Completion Certificate, Mark sheets for
each semester (wherever applicable), Payment receipts for the course & approval emails.
This should be done before the 10th of the respective month. The employee will get paid
out along with the salary in the current payroll cycle, subject to tax.
Employees who have claimed the reimbursement should stay with an organization for at least
1 year from the date of reimbursement. In case employee leaves the organization before
completing one-year, reimbursed amount will be recovered on Pro-rata basis. This would be
applicable for all courses including courses, which require more than a year for completion.
If an employee enrolls for a course which is over a period exceeding one year, note that the
final amount would be paid only at the completion of the course in one single installment.
If the duration of the course extends beyond one year but completes before 2 years, the
employee will be reimbursed up to NR 130,000 for that course, for that year.
The employee can do the 2nd course only once he/she completes the first course in that year.
Admission & administrative charges are not payable by the policy.

Required Reimbursement Documents

• Employee name
• Course name
• The Institution names
• Degree / Completion Certificate
• Mark sheets for each semester (wherever applicable)
• Payment receipts for the course & Approval Emails

Special Circumstances

If involuntary termination of an employee occurs prior to the completion of an approved course, he

or she remains eligible for reimbursement for the approved course, provided all other program
requirements are met and that the termination was not due to poor performance or misconduct.

40
 HIGHER EDUCATION FORM

Name of Employee: _________________ Employee no: _________________

Department: _________________ Designation: _________________

Date of Joining: _________________ Location: _________________

Manager Name: _________________ Name of the course: _________________

The duration of the said course is _________________ and the actual timings of the classes is from

_________________ to _________________. (if timings unclear, please put NA-Not Applicable)

Name of the Institute/University ________________.

UNDERTAKING

I hereby undertake to abide by the following conditions: -

i) That my studies will not interfere with the official duties in any way and no relaxation in my
official duties will be granted to me for this purpose.
ii) Content of the course is relevant to the current job or future role.
iii) Employees who have claimed the reimbursement should stay with an organization for at least
1 year from the date of reimbursement. Incase employee leaves the organization before
completing one-year, reimbursed amount will be recovered on pro-rata basis. This would be
applicable for all courses including courses, which require more than a year for completion.

Signature of Employee

________________________________

Signature of Department VP Signature of India HR Leader

________________________________ ________________________________

41
 SEPARATION POLICY

Objective
This policy defines the process of separation and the guidelines that are applicable to employees
during their Notice Period.

Scope

The scope of this policy extends to all employees based in India

Eligibility

This policy applied to all regular full-time employees

Guidelines

1. Termination by either party: Either party may terminate the Terms of Employment or
employment with company upon written notice to the other party. The termination would
be effective after 60 days from the date of the receipt (by the other party) of such notice
(hereinafter referred to as the “Notice Period”)
i. Notice Period will include weekends and public holidays. Notice period shall
commence from the date of resignation. The Company at its sole discretion will
have an option to relieve you prior to completion of your notice period in lieu of
notice pay.
ii. Notwithstanding anything mentioned in the Terms of Employment, Company may
terminate your employment under this Terms of Employment, with immediate effect
by a notice in writing (without salary in lieu of notice), in the event of (i) due to your
fraudulent, dishonest or undisciplined conduct, (ii) your breach of the integrity, or
embezzlement, or misappropriation or misuse or causing damage to the
Company’s property, (iii) insubordination or failure to comply with the directions
given to you by persons so authorized, (iv) your conviction for any offence involving
moral turpitude, (iv) breach of any terms of this Agreement or the company’s
policies or other documents or directions of company, (v) you going on or abetting
a strike in contravention of any law for the time being in force, (vi) misconduct as
provided under the labor laws / Acts or company policies.

The existing notice period is 60 days for PTC and PTI employees. All resignations will need to serve
and complete 60 days’ notice period.

You are expected to work all through the notice period and avoid taking leaves.

In case of job abandonment by an employee, the respective supervisor will initiate the exit process.

42
Procedure

The employee initiates his/her resignation status on Workday

https://www.myworkday.com/ptc/d/pex/home.htmld

The system will auto calculate the last working day post 60 days including the date of resignation
(59 days + date of resignation).

The manager of the concerned employee should approve the resignation on Workday.

The employee should ensure that they complete all exit formalities, hand over all papers, files,
documents, - CD, USBs, software and all other documents owned by or belonging to company
on or before their last day of employment.
The manager should ensure that the concerned employee completes all the handover during
the notice period.

The employee should connect with the People Solutions Team representative as communicated
on their last working day to complete all the exit formalities.

43
APPENDIX

47
 FAQS- CODE OF CONDUCT FOR ASSOCIATES

Code of Conduct for Associates

The company’s quest for competitive excellence begins and ends with its commitment
towards not only compliance with law but also ethical principles in order to maintain its
high business standards. The Company has devised the following Code of Conduct which
is applicable to the key stake holders such as manufacturers, suppliers, marketers, dealers,
distributors, agents, transporters, consultants, customers, clients and service providers and
all other business partners of our Organization (hereinafter referred to as “Associates”).
While the company appreciates the internal guidelines of all Associates and its
compliance, the company also desires that the Associates should fully understand its
Code of Conduct in true spirit of its intent and words and strictly comply with the same.

NO CONFLICT OF INTEREST- COMMITMENT TO FAIR COMPETITION- no

separation of corporate & personal
interests
Conflict of interest arises when the
interest or benefits of one person or entity
conflict with the interests or benefits of
the company. Any business relationship
with the company must be formed
based on objective criteria such as price,
quality, reliability & product suitability.
Associates must disclose any existing or
potential conflict of interest while
entering into or during any arrangement
with the company. Associates must not
influence business dealing by offering
inappropriate gifts / entertainment to
employees of the company.
Antitrust violations
Our organization prohibits any actions,
informal talks or agreements which intend
to restrict competition. Our organization
expects the Associates to appreciate the
company’s concerns for fair competition
and ensure that no antitrust violations take
place in their dealing with our organization.
Our organization forbids collusion among
competitors and anticompetitive
arrangements among suppliers and
customers. Our organization and the
Associates shall exhibit full transparency in
their dealings with each other in order to
strictly follow the principles of fair
competition.

INTEGRITY IN BUSINESS DEALINGS - PRINCIPLE OF SUSTAINABILITY –

no corrupt practices no risks for human health and environment

Our Organization has ZERO TOLERANCE Our Organization acknowledges its duty
towards Corruption. No amount of towards sustainable development and
48
potential additional revenues can justify
illegal business practices and hence, the
Associates must not offer or accept an
advantage with the intention to do
something dishonest, illegal or to breach
trust.
Our Organization competes solely on an
honest, objective basis and does not
make unethical business dealings. Our
Organization employees and the
Associates must not attempt to
unlawfully influence business partners,
government authorities or public servants
through favors or other advantages
which are construed to be corrupt
practices.
PROTECTION OF HUMAN RIGHTS - healthy
working environment
Our organization strictly complies with all
prohibitions on engagement of child
labor. Associates must prohibit
employment of child labor and fully
comply with the provisions of applicable
factory / labor laws.
Our organization does not tolerate any
behaviour that might harass, disrupt or
interfere with the ability of a person.
Sexual harassment in any form is totally
intolerable. There shall be no use of
abusive or offensive language.
Associates shall not use any forced or
involuntary or bonded labor.
Our organization provides equal
opportunity to all its employees and
treats them with respect and dignity.
Associates shall not adopt discriminative
policies on the basis of race, religion,
age, nationality, social or ethnic origin,
gender, disability, political opinion etc.
helps in meeting the economic, ecological
and social needs of the present and future
generations. All its Associates shall also
provide its employees with a safe and
healthy workplace in compliance with all
applicable laws and regulations.
Associates shall support environmental
protection, judicious consumption of
energy and raw materials in production
and also minimization of the hazardous
impact of the development, production,
use and disposal of any products and
services on the ecological environment.
IP RIGHTS & CONFIDENTIALITY -
protecting and respecting the legal rights
The results of the company’s scientific
research and technical development work
are extremely valuable assets. Our
organization is committed to protect the
fruits of its own endeavors and respecting
the legally recognized rights of others.
Associates shall respect the intellectual
property rights of the company including
its patents, trademarks, copyrights,
proprietary information and trade secrets
and shall not use the same unless
specifically authorized by the company in
this regard.
Associates must treat any proprietary or
confidential information of our organization
as highly confidential and protect business
data against unauthorized access. Care
should be taken to avoid any unintentional
transfer of confidential information or
infringement of intellectual property rights
through negligent handling of the same.
49
PROPER RECORDS & INFORMATION UPHOLDING COMMERCIAL LAWS
transparent reporting & communication no export-import violation –

Our organization expects its Associates to
maintain accurate records and not to
suppress or distort any material facts.
Associates must maintain documents
and records as per the applicable legal
standards and preserve the same so long
as the same are required under the
relevant statutory provisions.
The Company propagates transparency
in all its dealings and is fully accountable
to the appropriate authorities. Associates
responsible for dealing with any statutory
authorities should communicate
information completely, correctly and in
a timely manner.
Our organization is committed to uphold all
domestic and international commercial
and trade laws. Our Organization supports
the efforts of the international community to
prevent the manufacture and proliferation
of chemical, biological and nuclear
weapons.
All Associates are required to observe the
restrictions and bans on domestic and
international trade in listed goods,
technologies and services. All Associates
must also respect the trade bans and
restrictions that are part of international
embargos and efforts to combat terrorism.

Reporting Violation

Violation of this Code of Conduct or any apprehension thereof shall be reported forthwith
to the concerned company representative to enable him to initiate suitable action in that
regard.

Contact for Further Information

For any queries, concerns or clarification on this Code of Conduct, the Associates are
requested to contact the concerned company representative or company Legal
Department at its Registered Office.

50
 Internal Complaints Committee

Under Section 4 sub section (I) of the Act, “Every Employer of a workplace shall,
by an order in writing, constitute a Committee, to be known as “Internal
Complaints Committee”.

THE INTERNAL COMPLAINTS COMMITTEE AT PARAMETRIC TECHNOLOGY (INDIA)

PVT. LTD CONSISTS OF -

Names Designation Role in ICC Email ID Contact Details PTC Location

Cloud Services
Nidhi Rauthan Chairperson nrauthan@ptc.com +91-8130693600 Gurgaon
Ops, Manager
Akanksha
Senior Director Member asane@ptc.com +91-9764975088 Pune
Sane

Cibi Thomas Senior Manager Member cthomas@ptc.com +91-9900518175 Bangalore

Gaurav Product
Member gkaushik@ptc.com +91-9582317773 Gurgaon
Kaushik Technology Lead

Pankaj Mishra Senior Manager Member pmishra@ptc.com +91-8130693601 Gurgaon

GS SLM Technical
Garima Malik Consultant, Member gmalik@ptc.com +91-9953831663 Gurgaon
Senior

External
Sayali Shende Member sayali@transcendo.in +91-9423524459 Pune
Consultant

51
 THE INTERNAL COMPLAINTS COMMITTEE AT PTC SOFTWARE INDIA PVT. LTD
CONSISTS OF:

Names Designation Role in ICC Email ID Contact Details PTC Location

Kavitha Shinde Senior Director Chairperson kshinde@ptc.com +91-7798097860

Akanksha Sane Senior Director Member asane@ptc.com +91-9764975088

Maithili Tembe Senior HR Consultant Member mtembe@ptc.com +91-9923030121

Director - Software
Ashish Khare Member akhare@ptc.com +91-9923410480
Development

Section Manager
Jaspreet Soni Software Member jsoni@ptc.com +91-9923090456
Development

Prashant Barve Senior Manager Member pbarve@ptc.com +91-9850991836

Senior Manager Pune

Kalyani Parange Software Member kparange@ptc.com +91-9860740032
Development

Asit Agarwal Director Member asagarwa@ptc.com +91-9422517604

Venkatesh
Director Member vrajendran@ptc.com +91-9673314411
Rajendr

External
Sayali Shende Consultant Member sayali@transcendo.in +91-9423524459

52
 FAQS- MOM & CHILD CARE PROGRAM
When do I need to announce my pregnancy?

The sooner the better, please inform Human Resources HRBP-India@ptc.com and your respective
manager. This will enable the HR team to connect and help you with the benefit process. This will also
enable your manager to plan for day to day work priorities.

What is my eligibility for maternity leave? Is this a paid leave? What are the different leaves that I am
eligible during this period?

o Employees are eligible for paid maternity leaves of 26 weeks (182 Days)
o Employee is not eligible for any other leaves during this period
o Please refer to the Maternity leave benefit policy to understand other kind of leaves (Leaves
due to Miscarriage, Maternity Illness Leaves & Extended Maternity Leaves) as per Maternity
Benefit Act.

What is my entitlement on Medical Insurance related to pregnancy?

You can find the latest information on Medical Insurance policy

The maximum benefit allowed is INR 75,000 for Normal Delivery & Caesarian Section or whichever is
less, within the sum insured for the first two children.

What other benefits could I be entitled to?

Expectant Parents Program (EPP)– The EPP service is available to pregnant female employee and their
spouse exclusively through our EAP partner – Support Linc

Link to the portal Toll Free Number

https://www.supportlinc.com/global 000.800.100.4150

What do I need to do after my baby is born?

➢ Inform your respective Manager & Human Resources HRBP-India@ptc.com
➢ Inform Sanjeev Yadav (syadav@ptc.com / 020- 40103007) to enroll the newborn into the
Mediclaim insurance policy after 15 days from the childbirth.

53
 FAQS- INSURANCE

1. Which is the insurance company for Mediclaim and Group Personal Accident Insurance effective
January 1, 2022?
➢ The insurance company for Mediclaim and Group Personal Accident (GPA) effective January
1, 2020 is The Acko General Insurance Ltd.
2. What is the daily room rent eligibility for Mediclaim insurance?
➢ Coverage up to 1% of sum insured for Normal Room and ICU Room at actuals category. Kindly
note – daily hospitalization room rent is including nursing charges. Please select the room
category carefully & wisely as per the eligibility as it is associated with incremental charges of
the claim.

3. What is the change in the Maternity Benefit Coverage from this year?
➢ Based on feedback from last year, the Maternity Coverage has increased up to INR 75,000 for
both Normal & C-Section Delivery including Pre-Post Natal Expenses as compared to INR 50,000
2 years ago.
4. When can the spouse or newborn be added?
➢ Spouse addition in case of marriage or newborn baby addition in case of maternity is allowed
within 15 days from date of event to ensure coverage to new member from date of event.

5. What is the criteria for Group Mediclaim Top Up Plan (effective March 2022)?
➢ A minimum participation of 11 % will be required to make the policy active
➢ Please keep in mind that TOP UP Sum insured entitlement for any employee would be
maximum of its base policy sum insured.
6. Is there an option to add a second set of parents?
➢ Yes, you can now add a second set of parents. You can look out for an email from IndiaHR-
Communications in February with a survey link to opt for second set of parents.
➢ A minimum participation of 40 employees will be required to make the policy active.
7. What are the benefits of adding a second set of parents (effective March 2022)?
➢ Key highlights of your Parents Voluntary Plan:

o Pre-existing coverages from day 1

o No medical test required
o No waiting periods
o Room rent – normal – 1% of S.I & for ICU -2% of S.I include RMO charges per day
o 10 % of co-pay for each & every claim
o Pre & Post Hospitalization cover for 30 & 60 days respectively.

54
8. How do I opt for a continuity benefit for Mediclaim Insurance once I am no longer an employee
of PTC? What is the process?
➢ You can opt for Group coverage into Retail policy
➢ Minimum intimation required by Insurance company is 45 days before the last working day.
➢ HR approval mail is mandatory
➢ In the continuity arrangement, depending on number of years spent in organization, waiting
period waiver is given. The same is calculated as 4 years lesser number of years spent as part
of the group medical-claim policy.
➢ Apart from the maternity cover, rest all coverage will be transferred to the Retail policy
➢ Pre-acceptance medical check-up is required for all the members entering after the age of
50 years.
9. What is the Group Personal Accidental (GPA) coverage amount?
➢ The Annual Coverage / Sum Insured – 6 X Annual Salary
➢ This is the fixed component/base salary and does not include the variable
10. What is the Insurance Company for Group Term Life (GTL)?
➢ The Insurance Company for Group Term Life is HDFC Life Insurance Company Limited
11. If an employee dies of an accident, in that case what is the sum insured?
➢ In case if death due to an accident, the sum insured would be of GPA and GTL-which would
be 9 X Annual Salary.
12. What is per eye limit for cataract operation?
➢ Cataract Treatment Coverage with limits of INR 35,000 Per Eye
13. When can I add or delete my dependence in Mediclaim policy?
➢ Allowed only at the inception of insurance program during annual enrollment. Post enrollment
midterm addition of existing members is not allowed.
14. What is covered in Pre and Post Natal Expenses?
➢ Pre and post-natal will covered in case of IPD only within maternity limit subject to maternity
benefit covered. OPD is not covered.
15. What is process of New born / spouse addition?
➢ The employee can directly add his/her family member to the Benefit Me portal. Please follow
the below steps for midterm addition:
16. Addition of Newborn Baby - Within 30 days from date of birth

17. Addition of Spouse - Within 30 days from the date of marriage

Steps to follow
18. Login to Benefit Me Portal by using Login ID & Password.
19. Click under the ‘Manage Policy Enrollment’ option against GMC Base Policy
20. Click under the ‘Add/Edit Member’ button once you enter in the policy
21. Add the new member on the ‘Family Details’ page with mandatory details like Name, DOB and
date of the event.
22. Click On ‘Proceed’ & complete the enrollment

55
 INSURANCE SUPPORT MATRIX

GROUP MEDICLAIM (GMC)- Top-Up Voluntary Plan

Voluntary Top Up Plan

Enhance your medical insurance by opting for the Voluntary Top Up Plan

We all know that medical emergencies come unannounced. Therefore, in order to protect you
from financial worries, we have introduced a Top-Up Plan. This plan provides you with the additional
Coverage (Sum Insured) over and above your base sum insured at nominal premium rates which
ensure a comprehensive cover for you and your loved ones.

Policy period – 01-January-2024 to 31-December-2024

A minimum participation of 15 % will be required to make the Policy Active.

Key Highlights - Voluntary Top Up Plan

A Top-up plan enhances your existing mediclaim

policy, insuring for a larger sum insured limit at
lower cost

A Top-up plan is initiated when the full sum assured

of your base policy is exhausted

Top-up Plan is a mirror image of your base

policy

Benefits applicable under section 80D of Income

Tax Act.

Why Top It Up - Voluntary Top Up Plan

A t op up plan complement s your exist ing insurance plan by providing ext ra coverage in
case you or your family needs it

Top up plan is available at a lower premium t han ret ail plans even t hough you get more
coverage and a higher sum insured

I t provides your family wit h t hat extra coverage needed at t he t ime of emergency

56
Premium Rates- Voluntary Top Up Plan

Top-up Sum Insured Annual Premium Rates including GST

INR 2 Lacs 16,662

INR 4 Lacs 22,380

INR 6 Lacs 27,850

Group Mediclaim (GMC)- Voluntary Parents (Second set)

Pre Existing • Covered from Day 1

Room Rent • For Normal -1 % of SI & For ICU 2 % of SI including RMO Charges per Day

Aliment Capping • No restriction Aliment wise

Co -Pay • 10 % of Co-pay for each and every claim

A minimum participation of 40 employees will be required to make the Policy Active.

Premium Rates – Voluntary

Sum Insured Annual Premium Rates -Single parent Annual Premium Rates – Set
with GST of Parents with GST

INR 2 Lacs 24,840 32,980

INR 3 Lacs 31,051 41,401

57
Group Mediclaim (GMC) –Cashless Claim Process

Claims by Direct Click

58
59
Prudent Utilization Of Benefits

• Make an informed choice of hospitals, when the hospitalization is planned and non critical in
nature.
• In case of any planned hospitalization, approach the TPA sufficiently in advance (at least 48
hrs) and request pre authorization- this enables TPA to facilitate smooth hospitalization
admission & discharge process .
• Please ensure to crosscheck the final bill sent to the TPA for the following:-
o You are Billed only for the services utilized for e.g. category of room, diagnostics
undergone , medicines consumed
o Total bill amount
o Ask WHY & WHAT is billed to you (as a consumer, you have the right to know)

Continuity Benefit:-

• Extension of Group coverage into Retail policy .

• This is a Voluntary Policy .
• Minimum intimation required by Insurance company is 30 days before the last working day .
• HR approval mail is mandatory.
• In the continuity arrangement, depending on number of years spent in organization, waiting
period waiver is given. The same is calculated as 4years less number of years spent as part of
the group medical-claim policy.
• Apart from the maternity cover , Rest all coverage will be transferred to the Retail policy .
• Pre-acceptance medical check-up is required for all the members entering after the age of
50 years.

60
GPA – Details for PPD

Group personal accident (GPA) – claim process

61
 INSURANCE SUPPORT MATRIX

Insurance Company: Acko General Insurance Ltd

TPA: Cashless - Family Health Plan (TPA) Limited & Reimbursement- Acko general.

Important Contact Numbers:

Contact Person Email ID Contact Number Level

Helpdesk 24*7 health@acko.com 1800 266 2256 Spoc-1

Vikram Prem Singh vikram.singh_scale_blr@acko.com 9890339830 Spoc-2

Vanama Shailesh vanama.shailesh@acko.com 8976000787 Spoc-3

Marsh Support

Contact Person Email ID Contact Number Level

Bhagyashree Bhagyashree.Ghotane@marsh.com 9607946388 Spoc-1

Ghotane

Kavita Wagh JKavita.Wagh@marsh.com 9850564288 Spoc-2

Shivali Agarwal Shivali.agarwal@marsh.com 9545960705 Spoc-3

62
• Code of Business Conduct & Ethics - Click Here

• Employee Assistance Program - Click Here

• Employee Stock Purchase Plan - Click Here

• People Hub - Click Here

• Internal Mobility Program - Click Here

• Workday - Click Here

• Preventing Harassment & Discrimination in the Workplace - Click Here

• Flex@PTC - Click Here

Note: Company reserves the right to modify, amend, suspend or

terminate the policies, its standard practices and its
administrative procedures at any time, in its sole discretion