Ikshugandha Business Arts Private Limited

COMPANY POLICY MANUAL

January 2024

As an employee of iB Arts Private Limited, I promise to uphold our company’s vision, mission
and core values throughout all actions and decisions that I take or make while employed and
afterwards. My initial upon each page is an acknowledgment that I have read and understood
all the contents within that page. I understand that failure to abide by the rules and regulations
may result in disciplinary action including but not limited to termination of employment.

_________________________________ __________

(Signature of Employee) (Date)

Policy Manual Version 3.0 H.O : Sinha Complex, Sahu Market, Chas,
Bokaro, Jharkhand-827013
 Section 1 - Welcome

1.1 Welcome Note

06542-312210
Hi ………………,

We are very happy to welcome you to our enthusiastic team here at iB Arts Pvt Ltd. You are joining us at an
exciting time, as we are moving into our busiest season.

We are hopeful that with your fresh ideas and thirst to learn, this will be one of our best time ever!

1.2 Purpose of this Policy Manual

This policy manual has been prepared to inform our new employees of the policies and procedures of this
company and to establish the company’s expectations.

The company reserves the right to unilaterally revise, suspend, revoke, terminate or change any of its policies, in
whole or in part, whether described within this company policy manual or elsewhere, in its sole discretion.

1.3 At-Will Employment

Employment at this company is at-will. An at-will employment relationship can be terminated at any time, with or
without notice. The at-will employment status of each employee cannot be altered by any verbal statement or
alleged verbal agreement of company personnel.

Section 2 – Workplace Commitments

2.1 Equal Opportunity Employment

This company is an equal opportunity employer and does not unlawfully discriminate against employees or
applicants for employment on the basis of an individual’s race, color, religion, creed, sex, national origin, age,
disability, marital status, veteran status or any other status protected by applicable law. This policy applies to all
terms, conditions and privileges of employment, including recruitment, hiring, placement, compensation,
promotion, discipline and termination.

2.2 Non-Harassment Policy / Non-Discrimination Policy

This company prohibits discrimination or harassment based on race, color, religion, creed, sex, national origin, age,
disability, marital status, veteran status or any other status protected by applicable law. Each individual has the
right to work in a professional atmosphere that promotes equal employment opportunities and is free from
discriminatory practices, including, without limitation, harassment. Consistent with its workplace policy of equal
employment opportunity, the company prohibits and will not tolerate harassment on the basis of race, color,

Policy Manual Version 3.0 H.O : Sinha Complex, Sahu Market, Chas,
Bokaro, Jharkhand-827013
 religion, creed, sex, national origin, age, disability, marital status, veteran status or any other status protected by
applicable law. Violations of this policy will not be tolerated.

Discrimination includes, but is not limited to: making any employment decision or employment-related action on
the basis of race, color, religion, creed, age, sex, disability, national origin, marital or veteran status, or any other
status protected by applicable law.

Harassment is generally defined as unwelcome verbal or non-verbal conduct, based upon a person’s protected
characteristic, that denigrates or shows hostility or aversion toward the person because of the characteristic, and
which affects the person’s employment opportunities or benefits, has the purpose or effect of unreasonably
interfering with the person’s work performance, or has the purpose or effect of creating an intimidating, hostile or
offensive working environment. Harassing conduct includes, but is not limited to: epithets; slurs or negative
stereotyping; threatening, intimidating or hostile acts; or denigrating jokes and display or circulation in the
workplace of written or graphic material that denigrates or shows hostility or aversion toward an individual or
group based on their protected characteristic.

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors and other verbal, visual or
physical conduct of a sexual nature, when:

1. submission to such conduct is made either explicitly or implicitly a term or condition of an

individual’s employment;
2. submission to or rejection of such conduct by an individual is used as the basis for employment
decisions affecting such individual; or
3. such conduct has the purpose or effect of unreasonably interfering with an individual’s work
performance or creating an intimidating, hostile or offensive working environment.

Examples of sexual harassment include: unwelcome or unsolicited sexual advances; displaying sexually suggestive
material; unwelcome sexual flirtations, advances or propositions; suggestive comments; verbal abuse of a sexual
nature; sexually-oriented jokes; crude or vulgar language or gestures; graphic or verbal commentaries about an
individual’s body; display or distribution of obscene materials; physical contact such as patting, pinching or
brushing against someone’s body; or physical assault of a sexual nature.

Complaint Procedure:

Any company employee who feels that he or she has been harassed or discriminated against, or has witnessed or
become aware of discrimination or harassment in violation of these policies, should bring the matter to the
immediate attention of his or her manager. The company will promptly investigate all allegations of discrimination
and harassment, and take action as appropriate based on the outcome of the investigation. An investigation and
its results will be treated as confidential to the extent feasible and permitted by law, and the company will take
appropriate action based on the outcome of the investigation.

No employee will be retaliated against for making a complaint in good faith regarding a violation of these policies,
or for participating in good faith in an investigation pursuant to these policies. If an employee feels he/she has
been retaliated against, the employee should file a complaint using the procedures set forth above.

2.3 Drug-Free / Alcohol-Free Environment

Employees are prohibited from unlawfully consuming, distributing, possessing, selling, or using controlled
substances while on duty. In addition, employees may not be under the influence of any controlled substance,
such as drugs or alcohol, while at work, on company premises or engaged in company business. Prescription drugs
or over-the-counter medications, taken as prescribed, are an exception to this policy.

Policy Manual Version 3.0 H.O : Sinha Complex, Sahu Market, Chas,
Bokaro, Jharkhand-827013
 Anyone violating this policy may be subject to disciplinary action, up to and including termination.

2.4 Open-Door Policy

The company has an open-door policy and takes employee concerns and problems seriously. The company values
each employee and strives to provide a positive work experience. Employees are encouraged to bring any
workplace concerns or problems they might have or know about to their manager or some other member of
management.

Section 3 – Company Policies and Procedures

3.1 Code of Professional Conduct

This company expects its employees to adhere to a standard of professional conduct and integrity. This ensures
that the work environment is safe, comfortable and productive. Employees should be respectful, courteous, and
mindful of others’ feelings and needs. General cooperation between co-workers and managers is expected.
Individuals who act in an unprofessional manner may be subject to disciplinary action.

3.2 Dress Code

An employee’s personal appearance and hygiene is a reflection on the company’s character. Employees are
expected to dress appropriately for their individual work responsibilities and position.

3.3 Payday

Payments are done every 10th of next month. If the pay date lands on a holiday, payment will be done on the
closest business day after the holiday. There can be slight delays in exceptional cases.

3.4 Company Property

Company property, such as equipment, telephones, computers, internet, software and other facilities, is not for
private use. These are to be used strictly for company business, and are not permitted off grounds unless
authorized. Company property must be used in the manner for which it was intended. Upon termination,
employees are required to surrender any company property they possess.

Company computers, Internet and e-mails are a privileged resource, and must be used only to complete essential
job-related functions. Employees are not permitted to download any software, files or programs and must receive
permission from a manager before installing any new software on a company computer. Files or programs stored
on company computers may not be copied for personal use.

Phones are provided for business use. The company requests that employees not receive personal calls while on
duty. If urgent, please keep personal calls to a minimum and conversations brief. Personal long distance calls are
not permitted.

Policy Manual Version 3.0 H.O : Sinha Complex, Sahu Market, Chas,
Bokaro, Jharkhand-827013
 Employees are reminded that they should have no expectation of privacy in their use of company computers or
other electronic equipment.

Violations of these policies could result in disciplinary action.

3.5 Social Media Policy

The company understands that social media can be a fun and rewarding way to communicate with family, friends
and co-workers. However, use of social media also presents certain risks and carries with it certain responsibilities.
To assist employees in making responsible decisions about the use of social media, the company has established
these guidelines for appropriate use of social media.

This policy applies to all employees who work for the company.

GUIDELINES

In the rapidly expanding world of electronic communication, social media can mean many things. Social media
includes all means of communicating or posting information or content of any sort on the Internet, including to
your own or someone else’s web log or blog, journal or diary, personal website, social networking or affinity
website, web bulletin board or a chat room, whether or not associated or affiliated with the company, as well as
any other form of electronic communication. The same principles and guidelines found in the company’s policies
apply to employees’ activities on-line. Ultimately, you are solely responsible for what you post on-line. Before
creating on-line content, consider some of the risks and rewards that are involved. Keep in mind that any of your
conduct that adversely affects your job performance, the performance of fellow employees or otherwise adversely
affects customers, suppliers, people who work on behalf of the company or the company’s legitimate business
interests may result in disciplinary action up to and including termination.

Know and follow the rules

Carefully read this Social Media Policy, the Equal Employment Policy, the Non-Harassment/Non-Discrimination
Policy, and the Code of Professional Conduct and ensure your postings are consistent with these policies. Postings
that may include maliciously defamatory remarks, unlawful harassment, and threats of violence or similar unlawful
conduct will not be tolerated and may subject you to disciplinary action up to and including termination.

Be responsible

Use your best judgment and exercise personal responsibility. Take your responsibility as stewards of personal
information to heart. Integrity, accountability, and respect are core values. We trust and expect you to exercise
personal responsibility whenever you participate in social media or other on-line activities. Remember that there
can be consequences to your actions in the social media world – both internally, if your comments violate
company policies, and with outside individuals and/or entities. If you are about to publish, respond or engage in
something that makes you even the slightest bit uncomfortable, don’t do it.

Also, we encourage you to try to resolve all differences with an individual, organization, or even the Company
through direct communications with the individual, organization, or Company. Remember, the Company has an
Open Door policy. It can be used to try to resolve differences with the Company, management, or even your co-
workers. We encourage you to try to use the Open Door policy. It works!

Nevertheless, if you decide to post complaints or criticism, avoid using statements, photographs, video or audio
that are maliciously defamatory, that are obscene, that disparage customers, that attack the Company’s product,

Policy Manual Version 3.0 H.O : Sinha Complex, Sahu Market, Chas,
Bokaro, Jharkhand-827013
 or that might constitute unlawful harassment. Examples of such conduct might include false posts meant to
intentionally or maliciously harm someone’s reputation or posts that could contribute to a hostile work
environment on the basis of race, sex, disability, religion or any other status protected by law or company policy.

Be honest and accurate

The best practice is to check your facts before posting information or news, and if you make a mistake, correct it
quickly. Be open about any previous posts you have altered. Remember that the Internet archives almost
everything and deleted postings can be searched. Never post any information or rumors that you know to be false
about the company, fellow employees, customers, suppliers, people working on behalf of the company or
competitors.

Using social media at work

Refrain from using social media while on work time, unless it is work-related as authorized by a manager. To help
reduce spam and other unwanted e-mail traffic, employees should not use company e-mail addresses to register
on social networks, blogs or other on-line tools utilized for personal use. Please use your own individual or private
e-mail address .

Retaliation is prohibited

The company prohibits taking negative action against any employee for reporting a possible deviation from this
policy or for cooperating in an investigation. Any employee who retaliates against another employee for reporting
a possible deviation from this policy or for cooperating in an investigation will be subject to disciplinary action, up
to and including termination.

3.6 Probation Period

The probation period will be for a duration of 06 months for any employee who joins the company directly as a full
time employee whereas there will be no probation period applicable on employees who were provided full time
employment in the company after going through a successful internship of minimum 6 months. The management
reserves the right to extend the probation period of any employee due to insufficient attendance or unsatisfactory
performance during the probation period.

3.7 Privacy

Employees and employers share a relationship based on trust and mutual respect. However, the company retains
the right to access all company property including computers, desks, file cabinets, storage facilities, and files and
folders - electronic or otherwise - at any time. Employees should not entertain any expectations of privacy when
on company grounds or while using company property.

All documents, files, voice-mails and electronic information, including e-mails and other communications, created,
received or maintained on or through company property are the property of the company, not the employee.
Therefore employees should have no expectation of privacy over those files or documents.

Policy Manual Version 3.0 H.O : Sinha Complex, Sahu Market, Chas,
Bokaro, Jharkhand-827013
 Section 4 – Rewards and Deductions

4.1 Deductions from salary

Deduction from salary can be done based on following reasons:

 Any kind of absence (or in case of un-approved leaves) may incur deduction upto 1.5 times gross salary for
a day
 Disciplinary suspensions for infractions of the company’s written policies and procedures.
 Medical leave absences (either full- or partial-day absences without medical proof).
 As fine for disciplinary action.
 There will be conveyance allowance deductions from salary for employees doing work from home.

4.2 Bonus

Bonus is to be paid in case of extra-ordinary achievement of an employee or the company. Bonus to be paid on full
discretion of management and no claim for it can be made.

4.3 Work Emergency Allowance

Timely fulfillment of client obligation is crucial in the industry we work in. In order to meet the deadlines on time,
employees may require to work in urgency or as the case may be. To consider the employees’ efforts in such times
we may provide an approval based allowance, paid based on type of urgency, promptness, hours worked for an
emergency situation etc.

Working under crisis situation is not optional and anyone may be required to work in any crisis situation with or
without payment of Work Emergency Allowance.

4.4 Loyalty Bonus

Loyalty Bonus is an annually paid bonus that is offered to full-time employees for their loyal services in the
company. The sole objective of this bonus is to incentivize the employee who is receiving the bonus to serve
longer and add value to the company by contributing through their skills and capacities. Loyalty bonus is a part
of the salary structure and will be applicable for only those who have it included in their salary structure.
Loyalty Bonus will be initially paid on completion of minimum 2 years of service subject to certain terms and
conditions:

1) The employee must have completed, at a minimum, 2 years of service from the date of joining.

2) The employee must have remained in good standing with the company during their stay in the company and
have not received any written warnings and/or no disciplinary action has been taken against him/her.

3) The employee must maintain the desired level of performance during the retention period.

Policy Manual Version 3.0 H.O : Sinha Complex, Sahu Market, Chas,
Bokaro, Jharkhand-827013
 4) The employee should be active in the services to the retention date for the bonus to be payable.

5) The employee should not resign voluntarily/serve notice period or be terminated or abandon his/her job as of
the due date of the bonus.

6) The loyalty bonus will be due/payable and merged in the salary on the next nearest pay day on post
completion of second year, third year, fourth year and so on.

Time Period for which Bonus is paid Bonus payable on

1st loyalty bonus For 1st year of service Payable on completion of 2nd work anniversary

2nd loyalty bonus For 2nd year of service Payable on completion of 3rd work anniversary

3rd loyalty bonus For 3rd year of service Payable on completion of 4th work anniversary

7) The employee will not be entitled to pro–rata payment if he/she leaves the organisation (by way of
resignation/termination/abandonment of services for any reason) before the loyalty bonus becomes payable.

8) This bonus is subject to performance. Employee must receive a satisfactory rating upon the annual
performance evaluation, which will be given towards the end of the fiscal year. If the performance criteria is
not fulfilled, you will not be eligible to receive the bonus.

9) The management team reserves the right to make changes to the program at any time during the year. In the
event of exceptional circumstances, the management team’s decision on the payout would be final and binding.

Section 5 – Attendance Policies

5.1 General Attendance

Working hours may vary depending on work location and job responsibilities. Managers will provide employees
with their work schedule. Should an employee have any questions regarding his/her work schedule, the employee
should contact the manager.

The company does not tolerate absenteeism without excuse. Employees who will be late to or absent from work
should notify a manager in advance, or as soon as practicable in the event of an emergency. Chronic absenteeism
may result in disciplinary action, fine or action up to and including termination.

Employees who need to leave early, for illness or otherwise, should inform a manager before departure.
Unauthorized departures may result in disciplinary action, up to and including termination.

Policy Manual Version 3.0 H.O : Sinha Complex, Sahu Market, Chas,
Bokaro, Jharkhand-827013
 5.2 Tardiness

Employees are expected to arrive on time. An employee who arrives after their scheduled arrival time is
considered tardy. The company recognizes that situations arise which hinder punctuality; regardless, excessive
tardiness is prohibited, and may be subject to disciplinary action, up to and including termination.

5.3 Breaks

Meal periods are for 30 minutes, which can be changed as per requirements by manager.

Section 6 – Leave Policies

6.1 Sick Leave

Situations may arise where an employee needs to take time off to address medical or other health concerns. The
company requests that employees provide notification to their manager as soon as practicable when taking time
off. Sick days are granted on a paid basis to regular employees to a maximum of 5 days per calendar year (on
presenting sick certificate). Sick days can be carried over into the next year upto a limit of 44 days. The no. of sick
leaves above the limit gets lapsed automatically. Abuse of this policy may result in disciplinary action. These leaves
are not entitled for encashment.

6.2 Festive Leaves

Option is given to the employee to choose 7 festive leaves in the calendar year as per convenience. The festive
leaves should be taken for the festivals mentioned in the annexure-I. There can be few festivals for which company
can declare compulsory festive leave which may be location dependent. In case of such declaration, the number of
leaves to be taken at choice will be reduced. The unutilized FLs are encashed at the end of the calendar year on the
last drawn basic pay.

6.3 Leave of Absence

Regular full-time employees may request an unpaid leave of absence after the exhaustion of paid leave. A request for
a leave of absence must be submitted in writing in advance to the employee's immediate manager. A maximum of 15
days of leave of absence can be availed by an employee. If any employee takes unpaid leave on Friday and Monday
then Saturday and Sunday will be counted as unpaid leaves. This is applicable for interns as well.

Leave of absences that are granted are unpaid, and will not be considered until an employee has exhausted all
appropriate accrued leave balances. Continuation of employee benefits during a leave of absence will be addressed
on an individual basis.

6.4 Earned Leave

Policy Manual Version 3.0 H.O : Sinha Complex, Sahu Market, Chas,
Bokaro, Jharkhand-827013
 Regular full time employees will be eligible for 5 days of earned leaves in a year. These leaves are earned by the
employee for their service. The leaves are credited to employee in subsequent year for their service in the present
year on pro-rata basis as per the total attendance in the previous year. This leave can be accumulated upto 45 days
and excessive leaves above the limit get en-cashed at end of the year in which the total no. of ELs crosses the
threshold. These leaves can be availed in the subsequent year of joining. Earned leaves must be pre-sanctioned
before leaves can be availed. Encashment of ELs is applicable on resignation/retirement (provided the exit
procedure is fulfilled and accepted) and not on termination. The encashment is done on the last drawn basic pay.

6.5 Casual Leave

Regular full time employees will be eligible for 5 days of yearly casual leave. These leaves are not carried over to
next year. In case of emergency, when leaves can’t be applied prior to availing, CL can be availed. In such cases,
immediate manager should be intimated about leave as soon as possible.

6.6 Weekly Leave

The weekly offs are fixed on Saturday and Sunday. Any weekly off falling between two unpaid leaves will be
considered as unpaid.
Working on Saturday or Sunday will also be considered as a work from home (unless it is intimated as being work
from office) and conveyance deduction would be applicable for the same. An employee is permitted to work on
weekly off days only after the approval of the manager while keeping the HR Department in loop over email.

Note: Employees will be eligible to avail paid leaves (Casual, Sick and Festive leaves) after completion of probation.
For employees who are converted full-time after internship completion, will become eligible for paid leaves from
the day the their full-time job role becomes effective. All the paid leaves are allotted to an individual employee on
pro-rata basis. Any leave is subject to be sanctioned by manager as per business requirements. Absence from duty
for non-sanctioned leaves will be considered an absent without approval and a deduction of upto 1.5 times the
gross salary for one day will be done. Planned leaves must be applied 7 days prior officially.

6.7 Half Day Leave

Any employee can avail half day leaves with the permission of their managers. The approval/disapproval of such
half-days will depend on the emergency and work requirement. One needs to fulfill minimum of 3.5 hours to have
it considered for half day.

6.8 National Holiday

The office would remain closed on all three national holidays i.e. Republic Day (26 January), Independence Day (15
August) and Gandhi Jayanti (02 October) every year.
To meet the business requirements, some selected employees may be required to work on national holidays.
Any employee is not allowed to work on any NH at own will unless there is a specific business need. In such cases,
prior approval should be taken from the reporting manager over email, keeping the HR department in loop.
Employees working on any national holiday will be compensated with twice the basic pay for that day as per the
CTC structure.

10

Policy Manual Version 3.0 H.O : Sinha Complex, Sahu Market, Chas,
Bokaro, Jharkhand-827013
 Section 7 – Work Performance

7.1 Expectations

The company expects every employee to act in a professional manner. Satisfactory performance of job duties and
responsibilities is key to this expectation. Employees should attempt to achieve their job objectives, and act with
diligence and consideration at all times. Poor job performance can result in disciplinary action, up to and including
termination. Employees are expected to not discuss sensitive issues like salary compensation, project price etc
among colleagues.

7.2 Reviews

The company may periodically evaluate an employee’s performance. The goal of a performance review is to
identify areas where an employee excels and areas that need improvement. The company uses performance
reviews as a tool to determine pay increases, promotions and/or terminations.

All performance reviews are based on merit, achievement and other factors that may include, but are not limited
to:
- Quality of work
- Attitude
- Knowledge of work
- Job skills
- Attendance and punctuality
- Teamwork and cooperation
- Compliance with company policy
- Past performance reviews
- Improvement
- Acceptance of responsibility and constructive feedback

Employees should note that a performance review does not guarantee a pay increase or promotion. Written
performance evaluations may be made at any time to advise employees of unacceptable performance. Evaluations
or any subsequent change in employment status, position or pay does not alter the employee’s at-will relationship
with the company.

7.3 Insubordination

Managers and employees should interact with mutual respect and common courtesy. Employees are expected to
take instruction from managers or other persons of authority. Failure to comply with instructions or unreasonably
delaying compliance is considered insubordination. Acts of insubordination are subject to disciplinary action, up to
and including termination.
If an employee disagrees with a manager, the employee should first try to mediate the situation by explaining their
position. If possible, a compromise might be met and accusations of insubordination avoided.

11

Policy Manual Version 3.0 H.O : Sinha Complex, Sahu Market, Chas,
Bokaro, Jharkhand-827013
 Section 8 – Discipline Policy

8.1 Grounds for Disciplinary Action

The company reserves the right to discipline and/or terminate any employee who violates company policies,
practices or rules of conduct. Poor performance and misconduct are also grounds for discipline, up to and including
termination.

The following actions are unacceptable and considered grounds for disciplinary action. This list is not
comprehensive; rather, it is meant merely as an example of the types of conduct that this company does not
tolerate. These actions include, but are not limited to:
- Engaging in acts of discrimination or harassment in the workplace;
- Possessing, distributing or being under the influence of illicit controlled substances;
- Being under the influence of a controlled substance or alcohol at work, on company premises, or while
engaged in company business;
- Unauthorized use of company property, equipment, devices or assets;
- Damage, destruction or theft of company property, equipment, devices or assets;
- Removing company property without prior authorization or disseminating company information without
authorization;
- Falsification, misrepresentation or omission of information, documents or records;
- Lying;
- Insubordination or refusal to comply with directives;
- Failing to adequately perform job responsibilities;
- Excessive or unexcused absenteeism or tardiness;
- Disclosing confidential or proprietary company information without permission;
- Illegal or violent activity;
- Falsifying injury reports or reasons for leave;
- Possessing unauthorized weapons on premises;
- Disregard for safety and security procedures;
- Disparaging or disrespecting managers and/or co-workers; and
- Any other action or conduct that is inconsistent with company policies, procedures, standards or
expectations.

This list exhibits the types of actions or events that are subject to disciplinary action. It is not intended to indicate
every act that could lead to disciplinary action. The company reserves the right to determine the severity and
extent of any disciplinary action based on the circumstances of each case.

8.2 Procedures

Disciplinary action is any one of a number of options used to correct unacceptable behavior or actions. Indiscipline
may take the form of oral warnings, written warnings, penalty, probation, suspension, demotion, discharge, removal
or some other disciplinary action, in no particular order. The course of action will be determined by the company at
its sole discretion as it deems appropriate.

8.3 Termination

12

Policy Manual Version 3.0 H.O : Sinha Complex, Sahu Market, Chas,
Bokaro, Jharkhand-827013
 Employment with the company is on an at-will basis and may be terminated voluntarily or involuntarily at any time.

Upon termination, an employee is required:

- To continue to work until the last scheduled day of employment;
- To turn in all reports and paperwork required to be completed by the employee when due and no later
than the last day of work;
- To return all files, documents, equipment, keys, access cards, software or other property belonging to the
company that are in the employee’s possession, custody or control, and turn in all passwords to his/her
manager;
- To participate in an exit interview as requested by manager.

8.4 Resignation

Upon resignation, an employee has to fulfil 30 days of notice period or one month’s salary in lieu of the notice
period must be paid to the company within 3 working days from the date of resignation. There will be deductions
from the gross salary due to non-fulfilment of the complete notice period for the period falling short. Not serving
the complete notice period and/or not paying the notice period amount may lead to legal consequences.

Paid leaves cannot be availed during the notice period.

8.5 Exit Interview

The company may request an exit interview upon notice of termination. The purpose of the exit interview is to
complete necessary forms, collect company property and discuss employment experiences with the company.

8.6 Miscellaneous

There are certain consumable expenses that are incurred during joining including welcome kits.
If an employee or intern is not serving for the minimum period of 6 months due to termination, resignation or
absconding then the employee or intern is liable to pay for the consumable expenses or it would be recovered
from the final settlement.

Section 9 – Shift Policy

The company operates in all the three shifts (Day, Evening and Night) to carry out the business requirement in a
smooth manner. The management reserves the right to change the shift of any employee/intern.

13

Policy Manual Version 3.0 H.O : Sinha Complex, Sahu Market, Chas,
Bokaro, Jharkhand-827013
 Annexure-I

Festival Leaves in 2024 can be applied for the festivals listed in the Annexure below:

Date Day Festival

1st January Monday New Year
15th January Monday Makarsankranti
25th February Sunday Shab-e-barat*
8th March Friday Maha Shivratri
25th March Monday Dolyatra/Holi
29th March Friday Good Friday
31st March Sunday Easter
9th April Tuesday Gudi Padwa
10th April Wednesday Eid-ul-Fitr*
13th April Saturday Vaisakhi or Sikh New Year
15th April Monday Bengali New Year
17th April Wednesday Ram Navami
4th May Saturday Easter Saturday
19th June Wednesday Eid ul- Adha*
7th July Sunday Ratha Yatra
17th July Wednesday Muharram*
19th August Monday Raksha Bandhan
26th August Monday Krishna Janmastami
7th September Saturday Ganesh Chaturthi
16th September Monday Eid e Milad*
12th October Saturday Vijaya Dashami
31st October Thursday Diwali
3rd November Sunday Bhratri Dwitiya
7th November Thursday Chhath Puja
15th November Friday Guru Nanak Dev Jayanti
25th December Wednesday Christmas

(*- The dates are subjected to change depending on the availability of the moon and festival leaves will be
adjusted accordingly.)

14

Policy Manual Version 3.0 H.O : Sinha Complex, Sahu Market, Chas,
Bokaro, Jharkhand-827013
 Acknowledgement of Receipt for Company Policy Manual

(Employee Copy – Keep with policy manual)

I acknowledge that I have received a copy of the Company Policy Manual. I understand that I am responsible
for reading the information contained in the Manual.

I understand that the Manual is intended to provide me with a general overview of the company’s policies and
procedures

I acknowledge that the company may revise, suspend, revoke, terminate, change or remove, prospectively or
retroactively, any of the policies or procedures outlined in this Manual or elsewhere, in whole or in part, with
or without notice at any time, at the company’s sole discretion.

________________________________ ___________________________
(Signature of employee) (Company representative)

__________
(Date)

15

Policy Manual Version 3.0 H.O : Sinha Complex, Sahu Market, Chas,
Bokaro, Jharkhand-827013