Employee Handbook by Eyestorm Design

Employee Handbook

Mission and Vision Statement Our Mission At Groupsoft we believe in quality delivery and success. We encourage a “can do, will do” approach, and an innovative, entrepreneurial spirit. Groupsoft lays importance on its core set of values which include integrity, respect for all, collaboration, creativity and enablement, and the company embraces a culture of inclusion and empathy. We believe that sustained Success and Growth are achieved through progressive leadership, and collective progressive thinking and action. Passion for Customer Satisfaction • We place our customers first in everything we do. Uncompromising Integrity • We are honest and conduct our work in a professional, committed and transparent manner. Customer Loyalty • We gain respect and loyalty from customers by consistently adding value and delivering the highest quality, for us a mark of success is to have a return customer. Commitment to our Team • We demonstrate commitment to our team by creating a work environment that reflects our values and enables them to reach their potential and beyond.

Our Vision We are a team of experts with deep industry knowledge, experience, and resources having an aim to bring new capabilities to a business with solutions covering process areas such as Finance, Digital Supply Chain, Merchandise and Inventory Management, Sourcing and Procurement, Sales, Customer Experience Management, Retail planning and optimization, POS Sales and Promotions. It is our endeavour to constantly improve upon our ability to offer the very best in Technology services. We have built powerful technological partnerships with industry leaders including SAP, DellEMC, Microsoft, Planalytics, and SkyBuffer. Through our collaborative efforts and initiatives, we seek to address the unique challenges and requirements of an enterprise, design the optimal strategy for solution implementation, and execute the implementation efficiently, cost-effectively, and with minimal disruption to daily operations.

About this Handbook Welcome to GroupsoftUS, we are pleased to present this edition of the Employee Handbook which is designed to help you become better acquainted with the organization and to provide an overview of employment working conditions, benefits, and personnel procedures. This Manual is provided as an easy-to-use reference for answers to questions you might have concerning your employment. This edition of the Employee Handbook supersedes all previous editions. • This new handbook is effective 1st January, 2021 for all Employees of GROUPSOFTUS. It outlines the personnel policies with respect to terms of employment, fringe benefits and staff welfare and should be read together with other supplementary policies issued from time to time and further revisions. • The management may at any time revise any part of the handbook as deemed appropriate. If further clarification or verification is needed, reference should be made to the Human Resource Department. • Director has the only Authority for making any addition, deletion, alteration & with approval of the HR. • All Team Leaders/Accounts Manager are fully responsible for making all employees, who directly report to them, made fully aware of Rules, Processes & Procedures and always follow Rules & Procedures applicable to them without any deviation. • Any omission, discrepancies observed or any suggestion for betterment may be communicated to the HR-Manager or in their absence to the Director. If found agreeable and acceptable by Board of Directors suggestions will be incorporated and Release Number of Employee Handbook will also change to the next number. Contact Information If you have any issues, concerns, or questions regarding this handbook and the information herein, contact at- HR Team

RELEASE DATE - JANUARY, 2021 4

At Groupsoft, we encourage a “can do, will do” approach. We value integrity, respect, collaboration, creativity, and embracing a culture of inclusion and empathy. An outcome of the values that are at the core of the Groupsoft foundation is the “Grow Together” program. It encourages a holistic environment of growth for all associated with the company including its employees, vendors, partners and customers. The goal is to create scope for everyone to grow at a personal, professional and financial level, to provide opportunities, knowledge and experiences, that allow you to flourish in (and out) of the office. This holistic initiative encompasses: Continued Learning and Skill Advancement opportunities: • Training and Development • Internship • Mentorship Financial Growth Opportunities: • Earn Bonus - Performance Bonus, Project /Customer Delight Bonus, Annual Bonus • Spot Award • Referral Bonus • Stock options Career Growth and Professional Fulfillment opportunities: • Innovation • Product/App development • Peer Projects • New Technology Exposure and adaptations • Recognitions and Awards Personal Advancement - Gain Work-Life Balance through: • A generous Leave Plan • Health Benefit / Coverage Plans • Wellbeing and Wellness Programs • Social / Community work • Employee run initiatives like company news page / book club / tech club

At the heart of this company is each and everyone of us! We strongly believe that we can achieve great heights if we bring our strengths together, heights that we may not be able to reach on our own. When we fail, we have a community to hold us and lift us back up. With a strong focus on enablement, upliftment and balance, our aim is to create a flourishing community of inspirational individuals who are consistently and progressively “Growing Together”. Below we share thoughts from some of our team members on Grow Together! “There is a saying “Growth is never by mere chance; it is the result of forces working together”. My vision of Grow Together is as a team having a clear and common understanding of the goal and working together to accomplish it.” - Sabina Yelizarov “‘Grow Together’ for me is the ability to work together towards our common goals and vision. It’s about celebrating the individual accomplishments, learning and growing in a collaborative environment.” - Ankit Srivastava “There’s a saying “No person is an island” We all can bank on each other as a team and grow. There will be times when I may not have bandwidth and if I helped team members to grow their skills, that team member will help bail me out. So please let’s keep this initiative rolling.” - Manish Vanjara “What comes to my mind is this African proverb “If you want to go fast, go alone. If you want to go far, go together.”” - Chris Yong-Garcia We take pleasure in welcoming you to the Groupsoft Team, Priyanka Nema VP - Human Resources

Table of Contents Employee Ethics Policy Page 8 Leave Policy Page 12 Probation Policy Page 16 Work From Home Policy Page 18 Cyber Security Policy

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Social Media Policy Page 23 Bring Your Own Device (BYOD) Policy

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Employee Referral Policy Page 27 Employee Exit Policy Page 29 Training and Development Policy Whistle Blower Policy

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Holiday Policy Page 38 Acknowledgement Form Page 39

Employee Ethics Policy PURPOSE The purpose of the Employee Code of Conduct Policy is to outline the expectations regarding employee’s behavior towards colleagues, supervisors, the organization and its customers and associates. Groupsoft promotes freedom of expression and open communication. We expect employees to foster a respectful, collaborative, inclusive behaviour and foster a healthy, positive and supportive environment.

SCOPE This policy applies to all Groupsoft employees without exceptions.

DESCRIPTION Company employees are bound by their contract to follow our Employee Code of Conduct while performing their duties.

COMPONENTS Compliance with Law • All employees must protect our company’s legality and are morally and contractually obliged to work with integrity, honesty and abide by laws. Employees are expected to be ethical and responsible when dealing with the company’s finances, products, partnerships, and public image at all times.

Respect for others • All employees need to be respectful with others. • Any kind of discriminatory behavior, harassment or victimization will not be acceptable in the organization. • If someone, be it a customer, vendor, colleague or stakeholder, is offensive, demeaning or threatening toward you or someone you know, report them immediately to HR or your manager. You can also report rudeness and dismissiveness if they become excessive or frequent. Protection of Company Assets • All employees are responsible for safeguarding the tangible and intangible assets of Groupsoft and shall endeavor to protect Groupsoft’s assets from misuse, theft, fraud or damage or loss. • Assets include physical property, intellectual property of Groupsoft or client, electronic communication and devices like computers, software applications, internet and intranet connections, teleconferencing/video conferencing facilities, facsimiles, telephones, PDAs and other electronic communication devices and facilities for email, voice mail, SMS/text messages, instant messaging and all other proprietary and confidential information of Groupsoft. • Misappropriation or unauthorized disclosure of Groupsoft’s assets is a breach of employee’s duty to Groupsoft. • Any suspected loss, misuse or theft of Groupsoft’s assets must be reported to the employee’s immediate supervisor or HR. • Employees should respect all kinds of incorporeal property. This includes trademarks, copyright and other information, which should be used solely to complete their job duties.

Employee Ethics Policy Integrity and Honesty • Employees must maintain an honest and transparent approach. Malicious, deceitful or petty conduct, lies, and cheating will not be tolerated. Employees may face progressive discipline or immediate termination depending on the damage caused. Conflict of Interest • The term ‘conflict of interest’ refers to situations in which financial or personal considerations may compromise, or have the appearance of compromising our judgment of professional activities. A conflict of interest exists where the interests or benefits of one person or entity conflict with the interests or benefits of Groupsoft. Situations of actual or potential conflicts of interest are to be avoided by all employees. Personal involvement with a competitor, client, or subordinate employee of Groupsoft that affects an employee’s ability to exercise good judgment for Groupsoft creates an actual or potential conflict of interest. • Some examples of potential conflicts of interest are: » Working directly or indirectly either as an officer, employee, consultant or agent for a competitor or client; » Engaging in an activity or with an entity that is in competition with Groupsoft; » Using proprietary or confidential information of Groupsoft for personal gain; » Involving in a direct or indirect activity, that has direct or indirect financial interest in a competitor or client; » Unauthorized use, or disclosure, employee’s knowledge of Groupsoft’s customers, suppliers, vendors, etc. for personal advantage; » Offering or issuing of shares of Groupsoft to an existing or prospective customer with intent to influence the customer to take a decision in favour of Groupsoft. Collaboration • Employees should be supportive and collaborative and should not try

to disrupt the workplace or present obstacles to their colleagues’ work and deliverables.

MISCONDUCT Gross Misconduct An allegation of gross misconduct is extremely serious and is not taken lightly. Gross misconduct is regarded as a fundamental breach of contract that makes it impossible for the Company to continue employment of the concerned employee. Examples of acts that may constitute gross misconduct include: • An act of negligence that causes loss, damage or injury; • Violation of health and safety rules; • Bullying or harassment; • Physical violence or intimidation; • Deliberate damage to company property; • Theft, fraud, corruption and deliberate falsification of records; • Breach of the Bribery Act 2010 and any serious breach of the anti-bribery and anti-corruption policy; • Consumption of alcohol or illegal drugs whilst on duty; • Failure to disclose a sexual, familial or other significant relationship with employees of the company in circumstances where there is a professional responsibility for the employee and the potential for corruption; preferential treatment; and/ or discrimination exists. The above examples are neither exhaustive nor exclusive. Criminal Convictions & Police Involvement • The operation of the procedure is not necessarily delayed because an offense is under investigation by the police or because of any legal proceedings. The question in such cases is whether the employee’s conduct warrants action because of its employment implications. • If an employee is charged with, or convicted of a criminal offence,

Employee Ethics Policy this will not necessarily in itself be a reason for disciplinary action. However, consideration will be given as to what effect the charge or conviction has on the employee’s suitability to do their job, their relationship with the company, work colleagues, and other parties, and whether there is damage to the company’s reputation.

PROCEDURE Informal Action • Informal action is appropriate in cases of minor misconduct. • The reporting manager will let the employee know that their conduct is unsatisfactory and make them aware of the standards expected without recourse to the formal procedure. • The reporting manager along with HR will hold a confidential discussion with the employee and ensure that they understand exactly what is expected of them. This discussion will enable the manager to provide constructive feedback and the employee to express their views on the issue. Where a need for improvement is identified, the manager will explain to the employee what needs to be done, within an agreed timescale and how the conduct will be reviewed within the agreed period. If the requirements are not achieved or maintained, the matter will be escalated and dealt with formally. • The manager is required to maintain brief, confidential notes of any informal action. Investigation • Before disciplinary action is taken, a full and thorough investigation into the allegation(s) will normally take place which considers any statements from witnesses or any involved parties as appropriate. • The purpose of the investigation is to determine whether there is a case to answer at a formal disciplinary hearing. • The investigator is normally the

HR manager/Team, unless the management feels this is inappropriate in the case. • If the HR Team does not carry out the investigation, it is normally carried out by another appropriate manager from any other department, who, wherever practical, has no prior knowledge or involvement in the matter. • Where the chosen course of action is a disciplinary hearing, a human resources manager may appoint an appropriate senior management to chair the disciplinary hearing. • Proceedings are treated in confidence and records are kept as confidential as is practically possible and as is consistent with achieving a fair and thorough investigation. • Following the investigation, consideration will be given as to whether: the matter is closed; or, if further action is required: • The employee will be informed of the decision within five working days, unless there is justifiable reason for delay. The employee will be notified of any delay. Formal Action – Disciplinary Hearing • The HR Manager will arrange a formal hearing, ensuring the following: • Written notification to the employee: I. the specific nature of the issue; II. the date, time and place of the formal hearing; III. the names of any witnesses and those in attendance at the hearing; • In addition to the HR Manager, those in attendance at the disciplinary hearing will normally include a Senior member of the management along with the employee’s manager if necessary. • The chair will explain the issue and go through the evidence gathered during the investigation, including any evidence given by witnesses appearing in person. The employee will be allowed to set out their case and answer any allegations that have been made.

Employee Ethics Policy Levels Of Disciplinary Action Following Hearing After consideration of all factors, including any mitigating circumstances, the possible outcomes are as follows: • Written Warning » A written warning is given if the seriousness of the misconduct is such that the matter cannot be suitably dealt with through informal means. This is in writing and details the complaint and the improvement required, with timescales. The warning will inform the employee that a final written warning will be considered if there is no sustained satisfactory improvement or change. A copy of the written warning is kept on file but is disregarded for disciplinary purposes after six months of satisfactory conduct. • Final Warning » A final written warning is given if the offence is sufficiently serious or if there is a warning already on file. It gives details of the complaint and the improvement required, with timescales. The warning also states that if there is any further misconduct, or if following review, there is continued unsatisfactory conduct the employee is likely to be dismissed. A copy of the final written warning is kept on file but is disregarded for disciplinary purposes after twelve months of achieving and sustaining satisfactory conduct. In circumstances where an employee’s conduct is satisfactory throughout the period a warning is in force, but lapses very soon thereafter, or there is evidence of a pattern of both satisfactory and unsatisfactory conduct depending on whether a warning is in force, this will be taken into consideration in deciding how long any future warning should last. • Dismissal » The HR Manager will present to the Management a report of all relevant facts leading to a recommendation for dismissal.

» Dismissal may be recommended if: * the employee is found to have committed an act of gross misconduct; * following review, there is continued unsatisfactory conduct.

POLICY VIOLATION AND TERMINATION Dismissal is without notice i.e. summary dismissal for gross misconduct or with contractual notice for all other dismissals. All employees are expected to strictly follow this policy, a breach may lead the company to recourse to disciplinary action resulting in dismissal Some of the common compliance issues company may recourse to dismissal are: • Thefts, damage to company properties • Discrimination and Preferential treatment • Sexual harassment • Consumption of Alcohol and Drugs whilst at work • Absconding from work • Irregular attendance • Criminal offence Only such serious misconduct can lead to termination of employment, not other minor mistakes an employee might make during the normal course of work life.

OTHER The company retains the right to revise or remove the Policy at any time, for any or for no reason.

Leave Policy APPLICABILITY All the employees employed and under payroll of the company in any capacity are governed by this policy.

PURPOSE An employee needs leave from work for various reasons, which could be recuperation of health, fulfilling social and family obligations, recreation or meeting unforeseen exigencies, etc. The purpose of this leave policy is to assist the employees in availing leave, ensure a smooth workflow and minimize disruption to business functions that the concerned employee’s absence may cause. These leaves are to facilitate the employee to meet his/her personal requirements and should be used with discretion. The employee is expected to act responsibly with regard to his/her duties and take leaves in coordination with the Reporting Manager/Head Of Department.

DETAILS Groupsoft in line with its strong belief in worklife balance for all its employees has a robust Leave Plan in place. All Employees are advised to take advantage of the same. Groupsoft does not provide provision of leave encashment or carry forward. All leaves are calculated on a calendar year basis i.e. from 1st January to 31st December. Leaves are primarily classified as Paid/Earned Leave or Unpaid Leave.

Below is the detailed description of various Paid Leave categories for due reference: PAID LEAVE / EARNED LEAVE Groupsoft provides a total of 22 days of Paid Leave including 6 Statutory Holidays, 3 Company Paid Holidays, 3 Sick Leaves, 3 Casual days and 7 Personal / Vacation Days A. SICK LEAVE (SL) Sick Leave (SL) is intended to facilitate an employee to attend to any health/recuperation needs of self or immediate dependents including parents, spouse and children. Rules • Employees are eligible for 3 Sick Leaves per year. • SL cannot be encashed, accumulated or carried forward into the next year. • SL can be applied/granted on a halfday unit basis (same as CL). • SL can be applied/granted for a maximum of 3 consecutive days. In case of more than 3 days, the employee is required to submit a Medical Certificate by a practicing licensed doctor to HR within two days of resuming the duties. Excess Sick Leave on submission of medical certificate will be adjusted against other balance Paid Leave. In absence of substantiating documents the leave will be treated as unpaid leave. • In case an employee avails more than 3 days of SL, but has already exhausted all Paid Leave, the same may be provided on humanitarian grounds based on proper substantiating information, upon discretion of the management. However, it will be granted as ‘leave without pay’. Procedure 1. Application should be submitted

Leave Policy to the Reporting Manager/ Head of Department in advance, at least by 3 days incase of planned medical treatment. 2. In case of unforeseen sickness the employee needs to inform telephonically or by e-mail at first instance to his/her Reporting Manager and/or HR Department of their situation. 3. In an exceptional case, if the employee is not able to connect with the office for up to 3 days of their absence, they are urgently required to do so on the first instance and provide all relevant documents like medical certificates duly substantiating the reason for absence, failing which the absence will be considered as unauthorized calling for appropriate HR process. 4. In cases where the employee is in a state of health emergency, his/her family may be advised to connect with the HR Department or RM and request support in availing medical insurance etc. 5. The approved application along with all relevant supporting documents are required to be duly submitted by the employee to the HR Department for maintaining Leave Record and Insurance claim purposes of the concerned employee. B. PERSONAL LEAVE (PL) Personal Leave (PL), also referred to as Earned Leave (EL) or Vacation, is provided to an employee for attending to any social/family obligations and/ or for recreational purposes. Rules • All employees on the payrolls of the company are entitled to 12 Personal Leaves after successful completion of the probation period. • PL is considered to be a planned leave, and therefore must be applied in writing preferably at least 7 days in advance. • To avail PL, an approval from Reporting Manager/Project Manager is a prerequisite. In rare cases the Reporting Manager/Project Manager reserves the right to ask to cancel, shorten or postpone the leave depending on the exigencies of work.

However, Reporting Manager/Project Manager is required to substantiate the same with valid reasoning. • If an employee desires to extend the same, they are required to timely send in a request for the same to their Reporting Manager/Project Manager for an appropriate approval of the same, before the expiry of the leave sanctioned earlier. Else, the extended period of leave will be deemed as unauthorized leave, calling for appropriate action by the company. Under exceptional circumstances, the Reporting Manager/Project Manager may ask an employee to cut short the leave and return to duty. However, RM/ PM is required to substantiate the same with valid reasoning. • In exceptional cases, the employee may be granted leave on ‘Unpaid Leave’ basis, in case leave balance is not available. • A probationer is not entitled to Personal Leave during probation period. However, he/she shall be entitled to PL starting from the date of confirmation, and all calculations will be prorated from the date of joining. Note Employees will not be allowed to take any leave while they are serving notice period. In case of emergency situation they have to obtain prior approval from BU head / HR to avail leave. Procedure 1. An employee must submit the leave application to the Reporting Manager/ Project Manager at least 7 days in advance from the date of proceeding on leave. 2. The approved application is required to be duly submitted by the employee to the HR Department for maintaining a Leave Record of the concerned employee. C. CASUAL LEAVE The purpose of casual leave is to facilitate the employee in meeting any personal / family / social needs and must be used with discretion.

Leave Policy Rules • The employees can avail a 2hour to 4hour leave, that is work for a short day or half day. • Two short leaves are equivalent to one half-day and 2 half days are equivalent to one full day leave. Procedure The employee must inform and intimate their supervisor and any concerned team member, the day before availing the same, and ensure the business functioning is not disrupted in any way. Employees are exected to refrain from using more than 2 casual leaves in a month. D. SPECIAL LEAVES LOSS OF FAMILY MEMBER • In the circumstances of loss of an immediate family member, that is, a parent, sibling, spouse or child, the employee is entitled to upto 3 days of leave. • In case, the employee needs more than 3 days, this will be adjusted from available leave balance. If balance is not available, the same will be treated as leave without pay. • The company expects the employee to intimate the RM/HR Department at the first instance. MARRIAGE OF SELF • On the occasion of marriage of self the employee is entitled to 3 days leave. • An employee is expected to apply at least 1-month in advance to the Reporting Manager/HOD. • In order to avail leave in excess of 3 days, approval of the Head of Department is prerequisite. The extended duration of leave will be adjusted against leave balance, and if the same is not available, it will be treated as leave without pay. PROJECT LEAVE This Leave is especially designed for Projects / Delivery Teams. • In case of exceptional performance during a project, solely at the recommendation of the Project Manager and at the discretion of the

Reporting Manager, an employee can be granted upto 2 days leave under the Employee Wellness / Work life balance policy or Rewards and Recognition program. MATERNITY LEAVE This leave falls under the category of paid leave and is available to all female employees for the following reasons: • For pregnancy and childbirth • Miscarriage or medical termination of pregnancy • Tubectomy Entitlement • All female employees are entitled to 6 weeks of leave from the date of delivery. • All female employees can avail a maximum of 26 weeks of leave in accordance with Maternity Benefit Act 1961 for the first 2 children. The leave can be availed no more than 8 weeks prior to the expected date of delivery to upto 18 weeks after childbirth, not exceeding 26 weeks in total. • A woman with 2 or more surviving children can avail only upto 12 weeks of Maternity Leave with not more than 6 weeks prior to the expected date of delivery. • In case of adoption or surrogacy, a woman is eligible for 12 weeks of maternity benefit from the day the child is handed over to the adopting or commissioning mother. • In case of miscarraige, an employee can avail upto 6 weeks of recuperation leave. • In case of Tubectomy surgery, an employee may avail upto 2 weeks of leave and in case of medical complications an additional leave of upto 4 weeks can be availed, not exceeding a total of 6 weeks of leave and duly substantiated with relevant medical certificates. • This leave cannot be taken in parts but must be taken in continuity. The period of 26 weeks not availed will lapse.

Leave Policy Procedure Application should be submitted to the RM/HR at least 2 months in advance with supporting medical documents. A female employee is required to submit a notice under Section 6 of the Maternity Benefit Act, 1961 available with Maternity Leave Application with HR, stating the details of the nominee to concerned HR. Other • Maternity leave is event based Leave • All leaves like weekends and statutory holidays falling during the maternity leave period are included with the total period not exceeding 26 weeks. • Employees serving Notice Period are not entitled to Maternity Leave. PATERNITY LEAVE • An employee is entitled to a maximum of upto 1 week of Paternity Leave. • Maternity Leave can only be availed in continuation. The period of the 1 week not availed will lapse. • This leave can be availed within a time frame of 3 months after the birth of the child. Prior and timely intimation to the Reporting Manager/HR is a prerequisite. This leave must be taken in continuity without break. E. UNPAID LEAVE / LEAVE WITHOUT PAY Any leave availed by an employee through due leave request process and having gained due approval from RM and HR, after having exhausted all Paid Leave balance will be considered as unpaid leave OR leave without pay. The same will be adjusted against the salary of the employee. Unauthorized leave is a leave that the employee availed without due submission of leave request, without gaining due approval of a leave request and /or failed to provide due supporting documents for the leave availed. F. UNAUTHORISED LEAVE • The Unauthorized leave falls under the category of • leave without pay. • Instances of unauthorized leave will be liable to disciplinary action.

Consequences may vary from a reminder to adhere to the company’s leave policy, warning to follow the leave process, and / or an appropriate disciplinary action by the company leading up to termination. G. ABSCONDING If an employee is absent from work without prior and proper and appropriate intimation to Reporting Manager/HOD/HR Department and leave approval, as per the company’s leave policy for more than 3 working days; is unreachable/contactable despite company’s efforts to connect with the employee; is unable to substantiate their actions with valid reasons and documents, then the employee will be considered as ‘absconding’ by the company. In such a case, all Accounting and HR processes with reference to the concerned employee are frozen and put on hold. The Company holds the right to decide, as per its best judgment, the further course of action with reference to the employee’s employment and/or legal course deemed necessary based on any damaging impact to the company and its business.

OTHER INFORMATION 1. All leaves are calculated on pro-rata basis. 2. Any excess leave availed of by an employee which needs to be adjusted against F&F will be done on the basis of base salary. 3. There is no provision to carry forward or encash leave.

LEAVE DURING PROBATION PERIOD • An employee is not entitled to paid/ earned leave during Probation. • Any leave availed during the probation period is considered as unpaid leave. • All paid leave calculations for an employee after confirmation of employment will be worked on pro-rata basis from the date of joining.

Probation Policy PURPOSE The purpose of a probationary period is to provide a new joinee a period of generally 3 months, to assimilate and demonstrate their capability, reliability, and suitability for the hired position prior to being offered permanent employment in Groupsoft.

SCOPE All new joinees taking a position in the company until Band 4A are required to serve a probationary period.

PROCEDURE • The probation period generally comprises of 3 months. In certain cases, the Reporting Manager may ask for an extension of the probation period. The probation period may not exceed beyond 6 months. • During the period the probationer must demonstrate hands-on capability of undertaking duties as per their KRAs. • The Probationer’s performance, attendance, conduct, team assimilation/collaboration and cultural fitment are carefully monitored and assessed during the period. • A performance evaluation is conducted once at mid-term mark and then at the end of the probation period. • In case of any assimilation, performance, conduct or any other issues the Probationer, HR and RM are expected and encouraged to connect, approach and seek guidance from each

other to facilitate the new joinee to adapt and perform. This action need not wait until the formal review process. • The Probation Period can only be waived off in rare cases and for exceptional reasons with approval of BU Head/s.

PROCESS • The Probationer’s performance, attendance, conduct, team assimilation/collaboration and cultural fitment are carefully monitored and assessed during the period by RM, HR and other relevant team members. • A performance evaluation is conducted once at mid-term mark (6 weeks) and then at the end of 3 months, by RM and HR along with the probationer. • On the basis of assessment, an Evaluation Report is prepared. • Based on the the Evaluation Report, HR along with RM will decide to proceed with the confirmation or termination of employment. The RM and HR may decide to extend the Probation period, however, it may not exceed a total of 6 months. • Incase of exceptional scenario, the termination of employment may take place on immediate basis, prior to completion of the probation period or Performance Evaluation process is completed. • The following is an overview of the key factors for assessment: » Deliverables including the quality & timeliness of the same » skill/competence demonstrated; » interpersonal relationships; » adaption to the company working environment and company culture. The company places high value on its

Probation Policy core values and failure to adapt and adhere to the same may influence the company to not absorb the new joinee as a permanent employee; » adherence to the company policies & procedures; » attendance (including punctuality); and personal and work conduct.

LEAVES DURING PROBATION PERIOD • A probationer is not entitled to Paid Leave during the Probation period. • However, the employee may request for and avail leave incase of emergency or sickness through the Leave Request process as per the company’s leave policy. • Leaves are accrued during the Probation period and any leave availed by the new joinee during the period is adjusted at time of confirmation of employment. • In case of termination of employment on completion of the probation period, the leave taken is deducted from the paycheck at time of relieving/full and final settlement.

• The probation period includes the total period of employment and a notice period of 15 days is required to be given in case of resignation during the probation period by the new joinee. • However, if the employee resigns during the probation period, he/she is liable to pay the expenses incurred towards his/her training, induction, visa or any cost invested by the organization. • If the employee is absconding from the services, the company is not liable to pay any dues to the employee and no supporting documents will be provided on his employment with the organization. The company may choose to use legal services and seek recovery of losses at its discretion.

OTHER

The company retains the right to revise or remove the Policy at any time, for any or for no reason.

TRAVEL DURING PROBATION PERIOD If an employee travels during probation period on any official assignment, no changes are applicable to his/her probation policy. Probationer continues to remain under evaluation process. Standard and effective Travel Policy of the moment will be applicable for the probationer.

NOTICE PERIOD

The new joinee may choose to resign and separate from the company on personal or professional grounds during the Probation period.

Work From Home Policy PURPOSE The purpose of Work From Home Policy is to facilitate a work life balance, build a healthy work culture, and set guidelines for the employees to avail WFH. However, employees are reminded to note that the Work From Home facility is not an alternative option to timeoffs required by employees to fulfill personal obligations during work hours.

ELIGIBILITY • Eligibility for a work from home is dependent on • the job duties of the employee, • availability of Internet / Wi-fi and other equipment, approved by IT department and other relevant Manager/s • ability to collaborate with the internal and customers team • ability to fulfill job requirements without impact on performance and quality of deliverables • and availability of a quiet and conducive work space at home/remote location. Each application is treated independently and on a case-by-case basis. Approval of WFH may also be based on the prior productivity track of the employee, and feedback from team members and/or customers.

SCOPE

The Policy caters to all employees of Groupsoft with job duties that can be fulfilled without an impact on performance and quality of deliverables from remote locations. Work from Home arrangements can be requested/availed by the employees on account of, but are not limited to:

• Inclement Weather Condition • Child care • Unforeseen and unplanned personal situation • Unplanned and unforeseen natural or man-made risk prone circumstances and/or disasters

APPROVAL CRITERIA While employees and supervisors have the freedom to develop arrangements tailored to employee and departmental needs, the following criteria must be met: Basic Criteria • Employees must be available and able to work during their respective work-shift hours. • Employees must be able to carry out their duties, assignments, and other work obligations at their home office - without compromising on the deliverables and its quality. • Employees are properly equipped with devices, technology, high speed internet connections. • Are able to establish an appropriate work space and environment within their home for work purposes with minimal disruptions. • Employees must be able to attend meetings and ensure no background noise. • Employees must be appropriately dressed and attend meetings with video. • Keep an adequate check on the battery backup for laptop and phones at all times. • Plan meal, snack and break times in advance • Except in case of extraordinary circumstances, employees are expected to submit a request for WFH at least 2 days in advance.

Work From Home Policy Data and Information Security Security of Data and Information is of Prime Importance. Consistent with the organization’s Security Policy, employees availing WFH are held accountable for protecting the privacy and security of company’s proprietary as well as customers data and information. Steps include the locked desk/laptops screen when not in use, secure password and log-in details, and any and every other measure appropriate for the job and the environment. Employees are expected to maintain their home workspace secure and free from safety hazards. • The employees will be required to clear a basic security compliance checklist from IT to avail WFH. • IT runs a Data Privacy and Security workshop on a regular basis through the year that all employees availing WHF must participate in and gain clearance. Performance Monitoring Employees must be able to maintain performance, productivity and delivery quality when working from home. The employee’s performance will be monitored on a regular basis. Should the employee fail to maintain the performance standards, the facility of WFH is liable to be withdrawn on discretion of the supervisors. Employees working from home are expected to: • be available on SLACK, Google Hangout and any other company/ customer platforms as relevant • maintain productivity records as per process • adhere to all the company’s policies and procedures

NOTE Employees remain at all times, accountable for fulfilling their KRAs and adhering to the company policies and processes to the best of their ability.

PROCESS The process to participate in the WFH program is outlined herewith: Work from Home

arrangements are approved by supervisors on a case‐by‐case basis. Work from Home might not be feasible within some departments and/ or for certain job roles. • Employees requesting WFH should submit a written approval request to the supervisor at least 2 days in advance, unless in case of exceptional circumstances • Employees can avail WFH upto 2 days a month • Supervisors are expected to exercise discretion while approving the request considering various factors. For instance, the Supervisor should consider the general nature and requirements of the employee’s KRAs and the employee’s ability to work autonomously. The employee whose role requires close supervision / interaction with other team members to fulfill a task may not be granted work from home option. • If the employee needs to submit a request for work from home for a prolonged period, that is more than 2 days in a month, then the supervisor, team members and HR are required to meet to discuss viability and set specific goals, schedules and timelines.

POLICY MISUSE It is to be noted that WFH is not to be availed as an alternative option to Paid-Time-Off. Employees who need to fulfill any personal obligations during work hours must avail time off as per provisions stated under the company’s leave policy. Employees found to be absent from work, and misappropriating / misusing the WFH facility in any manner will face disciplinary action including but not limited to revoking the privilege to WFH.

OTHER

The company retains the right to revise or remove the Policy at any time, for any or for no reason.

Cyber Security Policy PURPOSE The purpose of Cyber Security Policy is to outline Cyber Security guidelines to protect the company’s information technology infrastructure, covering data and information of employees, customers, stakeholders and other associated parties including vendors with utmost care and confidentiality.

SCOPE This policy applies to all Groupsoft employees, stakeholders, partners, contractors, volunteers, vendors and anyone else associated with the company having access to Groupsoft’s data and information systems, including hardware and / or software.

DESCRIPTION Confidential Data is private and valuable and solely owned by the company. It is a generalized term that typically represents data classified as Restricted, according to the data classification scheme defined in this guideline. This term is often used interchangeably with sensitive data. Confidential Data covers the following information, but is not limited to : • Any information that comprises Company Data • Classified Financial Information including data pertaining to company’s Financial health, Banks related information, financial plans • Data about current or prospect Customers including customer names

• Data pertaining to the company’s business including but not limited to products, services and projects Consulting, implementation, upgrades, enhancements, customizations etc. • Patents, formulae, algorithms or new products and innovations • Design, architecture and development related information of company owned products and services • Pricing and Costing information about Company’s Product and Services • Data related to Vendor and Partner relationships including alliances with various external bodies. • Marketing Strategies • Business and Sales Plans • Personnel Data and any information related to company’s Human Resources All employees as per the employment policy are required to protect this information in every manner- oral or written, direct or indirect communication including but not limited to communication for the purpose of information / data transfer through usb, telephone, text messages, emails, pictures, social media etc. This Policy provides instructions to avoid Security Breach.

MUST - DO ACTION POINTS Official Communication Protocol All official communication must be through the Groupsoft’s official account/s- including email, internal chat platform, team collaboration platforms, internal and external meeting platforms etc. Employees MUST not use personal accounts for official communication. Sharing official emails to personal email accounts is strictly prohibited and will be considered a breach of the company’s security policy.

Cyber Security Policy Device Security - Using Personal Devices When employees use their personal digital devices to access Company emails or accounts, they are obligated to secure their digital devices while accessing the Company’s Data. Employees are recommended to follow these best practices: • Keep all the electronic devices password secured and protected. • Logging into Company’s accounts should be done only through safe and secure network • Install Security Updates on a regular basis • Upgrade Antivirus Software on a regular basis • Do not leave your devices unprotected or exposed. • Lock your computers while leaving the desk

• Choose passwords with at least eight characters (including capital and lowercase letters, numbers and symbols) and avoid information that can be easily guessed (e.g. birthdays.) • Memorize passwords and if required, to save them in a secure manner and protect the credentials as classified confidential information. Passwords must be destroyed when their work is complete. • Share credentials only when absolutely necessary and in-person. • When exchanging them in-person isn’t possible, employees must do so in a private and secluded area personally over the phone instead of email, and only with people they personally recognize. • All employees are advised to refresh passwords periodically, once every 30 days. Data Transfer

Employees are advised to avoid accessing internal systems and accounts from devices except their own and lending their own devices to others Email Security Emails can carry scams or malevolent software. Inorder to avoid malware or data theft, employees are advised to: • Refrain from opening attachments or clicking any links in the situations when its content is not well explained. • Make sure to always check the email addresses and names of senders and open emails that are coming from a secure account. • Search for inconsistencies (eg: grammar errors, capital letters, excessive exclamation marks, etc) • Be careful with clickbait titles (eg: Win Prizes, Transfer Money, etc) Password Management To ensure avoiding the password getting hacked, employees are recommended to use the below best practices for setting up passwords:

Transferring data always involves a certain security risk. To minimize the risk employees must: • Avoid sharing files as MS Office attachments and all employees are strictly required to use only company provided Google-Suite (Docs, Spreadsheet, Slides). • Share any and all files only through Groupsoft’s official accounts and platforms, internally and externally. • Share files in PDF format with external parties. • Transferring sensitive data (e.g. customer information, employee records) to other devices or accounts is strictly prohibited. Any such activity, if ever required in certain circumstances, will require approval from an authorized official. • NEVER share confidential data over an open public Wi-Fi network. Data can be only shared over secure company or private network connection. • Recipients of such data must be properly validated and only authorized people or organizations and have adequate security policies. • Report scams, privacy breaches and hacking attempts immediately to the HR/IT team.

Cyber Security Policy Working From Home

POLICY VIOLATION

All the Cyber Security policies and procedures must be strictly followed while working from home / remotely. The employees are obliged to follow all data encryption, protection standards and settings and ensure their private network is secure.

We expect all our employees to strictly follow this policy and breach of security may lead to disciplinary action.

Refer to the company’s Work From Home Policy. (hyperlink)

The company may pursue legal action towards recovery of damage caused by breach of policy by an employee.

To avail the Work From Home facility, the employees must get specific approval from the HR/IT team.

ADDITIONAL MEASURES To reduce the likelihood of security breaches, we also instruct our employees to: • Turn off their screens and lock their devices when leaving their desks. • Report stolen or damaged equipment immediately to [HR/ IT Department]. • Change all account passwords at once when a device is stolen. • Report a perceived threat or possible security weakness in company systems. • Refrain from downloading suspicious, unauthorized or illegal software on their company equipment. • Avoid accessing suspicious websites.

Security breaches may extend to termination based on the severity of the policy violation.

Social Media Policy POLICY The purpose of Social Media Policy is to outline the effective usage of social media and provide guidelines while using blogs, wikis, microblogs, message boards, chat rooms, electronic newsletters, online forums, social networking sites, and other sites and services that permit users to share information with others in a contemporaneous manner

SCOPE

This policy applies to all Groupsoft employees, contractors, volunteers, vendors. The term “Social Media” refers to (but not limited to) a variety of online communities like blogs, social networks, chat rooms and forums like LinkedIn, Facebook, Instagram or Twitter

PURPOSE

Social Media use should not interfere with employees’ responsibilities at Groupsoft, transgress any person or entity’s privacy or se damage to the company’s reputation and image. The following principles apply to professional use of social media on behalf of Groupsoft as well as personal use of social media when referencing Groupsoft Employees should be aware of and always adhere to the Company’s Code of Conduct, and policies when using social media in reference to Groupsoft. • Employees should be aware of the effect their actions may have on their professional images, as well as Groupsoft’s image. The information once posted or published on social media by an employee becomes public information.

• Employees should be aware that the Company may observe content and information made available by employees through social media. • Employees must exercise their best judgment in posting material that is neither inappropriate nor harmful to the Company, its employees, or customers. • Although not an exclusive list, some specific examples of prohibited social media conduct include posting commentary, content, or images that are defamatory, pornographic, proprietary, harassing, libelous, or that can create a hostile work environment. • Employees are not to publish, post or release any information that is considered confidential or not public. If there are questions about what is considered confidential, employees should check with the Human Resources Department and/or supervisor. • Social media networks, blogs and other types of online content sometimes generate press and media attention or legal questions. Employees should refer these inquiries to authorized Groupsoft spokespersons. • If employees encounter a situation while using social media that threatens to become antagonistic, employees should disengage from the dialogue in a polite manner and seek the advice of a supervisor. • Employees should get appropriate permission before you refer to or post images of current or former employees, members, vendors or suppliers. Additionally, employees should get appropriate permission to use a third party’s copyrights, copyrighted material, trademarks, service marks or other intellectual property. • Social media use shouldn’t interfere with employee’s responsibilities at work. Computer systems are to be used for

Social Media Policy business purposes only during working hours. While at work, use of social media for business purposes is allowed (ex: Facebook, Twitter, Company blogs and LinkedIn), but personal use of social media networks or personal blogging of online content is discouraged and could result in disciplinary action. • Employees should be careful in updating only correct information especially when mentioning customer names, projects and roles. It is required that the employee gets the information reviewed by the Marketing and PR department and gains approval prior to publishing on social media. • It is highly recommended that employees keep Company related social media accounts separate from personal accounts, if practical.

CONFIDENTIALITY Always protect clients’, company’s, vendors’ confidential and other proprietary information. This is a contractual and legal requirement; breaches are subject to significant fines and the possibility of criminal prosecution. Make sure any reference to clients, partners, and suppliers does not violate any nondisclosure obligations. Please also revisit your confidentiality obligations under your employment agreement. Do not disclose or misrepresent information about colleagues or other persons of professional association, misuse their personal data, or publish their photos without their permission. Do not use social platforms to exchange information that is company’s, clients’’ or suppliers’ confidential, unless access is restricted to a tightly controlled closed community with each participant having been cleared for receipt of such information, and the platform has been cleared for appropriate security levels. Public sites are not appropriate sites for internal communication with other company employees or project team members.

POLICY VIOLATION We expect all our employees to strictly follow this policy and breach of security may lead to disciplinary action. Security breaches may extend to termination based on the severity of the policy violation.

Bring Your Own Device (BYOD) Policy ELIGIBILITY All employees of the company

PURPOSE The purpose is to state and define the Bring Your Own Device Policy followed by the company. The Policy, • establishes the Bring Your Own Device Policy followed at the organization. • outlines the process and procedure with reference to the BYOD policy. • aims to protect the security and integrity of Groupsoft’s data and technology infrastructure. At Groupsoft, it is the responsibility of the employees to arrange and bring their own devices, including laptops, in order to perform their tasks. The company does not provide the employees with company owned laptops. However, in case the employee/s need to procure a new laptop for the purpose of work, the company facilitates its employees in procuring laptops of their choice.

TERMS The company defines acceptable business use as activities that directly or indirectly support employee in performing their job and that support the business of Groupsoft in a lawful and legal manner in line with the company’s core values. • The company defines acceptable personal use during work hours as reasonable and limited usage for personal communication/purpose. • Employees may use their laptop device to access company-owned resources: email, calendars, contacts,

documents, etc. • Certain websites are blocked while connected to the corporate network • at the discretion of the company. • Devices may not be used at any time, » to access, store or transmit illicit materials » to access, store or transmit proprietary information belonging to Groupsoft or another entity for any reason other than to conduct Groupsoft’s business in a legal and lawful manner » for the purpose of harassment » to engage in any activities or communication other than to fulfill the task as per the job requirements of the employee in a legal and lawful manner

ELIGIBILITY The employees are required to arrange for their own devices, including laptops to perform their work. In case the employee/s need to procure new laptop for the purpose of work, the company facilitates its employees in purchasing new laptops of their choice at the time of joining or at any point during their tenure at the company. To be eligible: • The employee must buy the product for own use to fulfill the needs of the job, the device cannot be purchased for personal use or for any other person than self. • The employee must provide the receipt of the product purchased.

PROCESS • The employee is required to apply in writing with HR and /or the reporting manager and gain approval to participate in the BYOD program. • The purchased device will be the

Bring Your Own Device (BYOD) Policy property of the employee, therefore, the employee remains the owner of the purchased device and retains the device at time of exit from the company. • The employee will be responsible for the upkeep and maintenance of the device, including in case of damage or theft. • The employee may purchase the device of their choice of make, brand and price. The laptop must meet the requirement of having a minimum of 8GB RAM & 1TB Hard disk. • The company will contribute a maximum of $500.00 USD towards the purchase of a laptop. The balance cost of the purchased device is the responsibility of the employee. • The company will pay the amount of $21.00 USD/month for a period of of 24 months towards the purchase of the laptop upon receiving the receipt of the purchase of the product. • The payments will be abandoned and relinquished when/if the employee departs from the company prior to the stipulated completion of the period for any reason. • The employee is eligible to avail the provision once in every 3 years.

LAPTOP DEVICE SPECIFICATIONS • The laptop should have a minimum 8GB RAM & 1TB Hard disk

SECURITY MEASURES The employee understands and agrees that the device may be remotely wiped if: • the device is lost, • the employee terminates his or her employment, • IT detects a data or policy breach, a virus or similar threat to the security of the company’s data and technology infrastructure.

RISKS / LIABILITIES / DISCLAIMERS • The company reserves the right to disconnect devices or disable services without notification. • Lost or stolen devices must be reported to the company (HR and IT team ) within 24 hours. • The employee is expected to use his or her devices in an ethical manner at all times and adhere to the company’s acceptable use policy as outlined above. • The employee is personally liable for all costs associated with the device. • The employee assumes full liability for risks including, but not limited to, the partial or complete loss of company and personal data due to an operating system crash, errors, bugs, viruses, malware, and/or other software or hardware failures, or programming errors that render the device unusable. • Groupsoft reserves the right to take appropriate disciplinary action up to and including termination for noncompliance with this policy. • Groupsoft reserves the right to revoke this privilege at any point of time with or without notice in case of violation/ misuse of the policies and procedures outlined. • Limited exceptions to the policy may occur due to variations in devices and platforms. • Groupsoft employees must agree to the terms and conditions set forth in this policy in order to be able to connect their devices to the company network.

Employee Referral Policy We greatly value your contribution towards our success and believe that you are the best source for identifying the right talent, and attracting competent professionals like yourself to the Groupsoft team. Every candidate referred should have in spirit, word, and action, the integrity and values we exemplify and endorse as an organization.

ELIGIBILITY FOR REFERRAL PROGRAM 1. The referred Candidate must meet the selection criteria: • The candidate must successfully complete the interview process. • Background verification is a mandatory requirement, and the referred candidate must agree to participate and successfully complete the same. • Referred candidate should preferably have a prior professional and/or personal relationship to the referring employee. 2. HR, Recruitment, Admin and Band 4A & above employees are not eligible for the referral program. 3. An employee who is a part of the interview / selection process in any manner, will not be eligible. 4. The referrals are valid for a period of one year.

EMPLOYEE REFERRAL PROCESS

Note: Please include the word REFERRAL in the subject line as well as the position referenced (eg. REFERRAL of Ms. Jane Doe for Position of SAP Retail Consultant). Otherwise, the referred candidate must include the name of the referring employee in their application. 2. Once the reference is received, the standard hiring process takes place including interview process of the candidate by the appropriate manager/s or department head. Should the candidate be selected, an offer of employment is made followed by completion of the usual onboarding process. Candidates as well as referring employees, are kept informed of the current status at each stage. 3. Upon successful completion of referral hiring, the referring employee will receive the following Referral Bonus in 2 equal installments: a. Half of the bonus amount when the candidate successfully completes a 3 month period of employment. b. Second half of the bonus amount when the candidate successfully completes a 6 month period of employment. 4. Once a referral is received by HR, the regular hiring process is followed - interview of the candidate with the concerned Hiring Managers is conducted, followed by offer of employment and onboarding, if the candidate is selected. The referring employee is kept informed of the status at each stage of the hiring process. 5. The referring employee shall not be eligible for Referral Bonus if, • the referred candidate is not selected. • the referred candidate fails to successfully meet performance criteria at the 3 month and/or 6 month mark, employment is not confirmed, or if the employee leaves the company within 6 months of joining. • the referred candidate fails to clear the Background Verification Check.

1. The employee may send a soft copy of resume to HR team: hr@groupsoftus.com

Employee Referral Policy For any further information on referral program, please feel free to contact Human Resources.

Band Levels

Referral Bonus

Associate and Junior Consultant, Engineer and other employees in the Band Levels -1A, 1B, 2 and 2A

USD1000.00

Consultant, Analyst, Engineer, Executive and other employees in the Band levels - 2B, 3, 3A and 3B

USD1500.00

SenPrincipal Consultant, Solution Architect, Project, Product, Program and Delivery Managers and other Employees in the Band levels - 4, 4A

USD2500.00

Delivery, Product or Regional Heads, Partners, Management and other employees in the Band Levels 4B and Above

Contractual Positions

USD2000.00

Note: 1. The Band Levels mentioned above reflect the band level of the position filled. 2. Bonus is liable to tax deductions as applicable

Employee Exit Policy PURPOSE To ensure a smooth and amicable exit of the employees from the company.

SCOPE This policy is applicable to all the employees of Groupsoft

CLASSIFICATION OF EXIT Voluntary • Resignation • Retirement Involuntary • Termination of Employment due to a cause including but not limited to non-performance, breach of code of conduct, absconding from job, amongst others

EXIT BY RESIGNATION PROCEDURE An employee who wishes to separate from the company for any reason personal or professional, may convey the same to the concerned supervisor in writing about intention to resign from the employment of Groupsoft. The Reporting Manager and HR would assess the responsibilities and deliverables of the employee and take appropriate actions including acceptance of resignation, handover of tasks and relieving the employee from the duties of the company. Note: • The employee always has the option available to discuss the intent and cause for separation with the Reporting Manager and HR before submitting a formal resignation.

• The Reporting Manager/Project Manager and HR, along with the employee have an option to review the cause for resignation with the employee before accepting the same. Based on the discussion, resignation may be nullified or accepted. • The process requires that the resignation be accepted or nullified within 3 working days of submission of resignation. • Resignation submitted by an employee who is deployed on an active project and/or holds a client facing role, is not considered actionable until a discussion with the Project Manager is held and a mutual agreement reached. The PM and HR will base their decisions on the best possible way to prevent impact on project deliverables, maintain customer commitment and protect client’s business interest.

NOTICE PERIOD An employee is required to serve a notice of 60 days at Groupsoft in case of separation by Resignation. Notice Period is the tenure of employment commencing from the date of resignation until the date of relieving from duties. The purpose of the notice period is: • for knowledge transfer and handover of duties, handing over of the company assets, and completion of all employment related exit formalities.

LEAVE DURING NOTICE PERIOD During the notice period the following leaves cannot be availed • Paid Leave (Half/Full day) • Sabbatical Leave • Extended Maternity Leave Note: Exception to the above if any will require approval of the business head

Employee Exit Policy Unapproved absence from work, while serving notice period, will be considered as violation of Company’s Exit Policy and treated as a case of Absconding and/or leading to termination of employment. Employees with continued unapproved absence of 3 days or more during the notice period, will be terminated and issued with a termination letter. Employees who do not complete their notice period, shall not be entitled to receive the relieving letter. Further, the company may pursue legal actions towards recovery of loss to the company due to non serving of the notice period, knowledge transfer and/or asset handover.

NOTICE PERIOD WAIVER • The company provides a provision to waiver the Notice Period based on a mutual consent between the employee and Process Head. • Notice Period waiver for employees may be recommended and agreed by the Reporting Manager or Project Manager. • The Notice period waiver requires approval of the Business Unit Head. • Groupsoft at its discretion may relieve the employee prior to the expiry of the notice period with the right to pay salary in lieu of balance notice period. • In case the employee requests for Notice Period Waiver and gains approval from the RM/PM and BU Head, then the pay for the period will be deducted at time of the full and final settlement in lieu of the notice period not served. The deduction will be calculated on the fixed cash component of the salary. • In such a case, where a mutually agreed last working date is reached between the employee, RM/PM, HR and BU Head, there will be no recovery for the full or part notice period from either party.

EXIT BY TERMINATION Separation due to Termination may be caused by but not limited to-, non-performance, breach of code of conduct, absconding from job, amongst others. Separation due to Non-Performance Separations on account of non-performance are initiated when an employee is unable to meet the minimum performance standards as per agreed KRAs. An employee failing to meet Performance expectations is placed on ‘Performance Improvement Plan (PIP)’ for a stipulated period of 30 to 60 days. Careful monitoring and performance evaluation by HR, Reporting Manager and any other designated person takes place before a decision to terminate employment is taken. Separation due to Disciplinary Action Separations consequent to disciplinary action are initiated, when there is a violation of ethical code and/or conflict of business interests between Company and the concerned employee. Company at its discretion after due and detailed deliberation may decide to terminate an employee without notice in the best interests of the company, its employees, business and reputation, customers, vendors, and others associated. Separation due to Absconding/Job Abandonment Separations consequent to Absconding/ Job Abandonment are initiated, when an employee continues to be on unauthorized and unapproved leave for 3days or more. Leave is considered unauthorized and unapproved when the employee is absent from work without prior notification to HR or RM, without approval for leave from RM and fails to respond to attempts from HR and/or RM to reach the employee for a period of 3 days or more.The company in such a case then holds the right to terminate the Employment.

Employee Exit Policy NOTICE PERIOD In the event of termination of the employee’s services arising out of ethical, performance, disciplinary or any other grounds, the employee will not be provided or expected to serve the otherwise stipulated Notice Period.

FULL AND FINAL SETTLEMENT • Full and Final Settlement takes place within 45 days of the relieving date. • Salary for the last pay cycle prior to the relieving date is released with the full and final settlement. • Arrears if any will be paid along with the full and final settlement.

RELIEVING DATE • The last day of the notice period is considered to be the relieving date, and accordingly, a relieving letter is issued to the employee along with the full and final settlement.

the Accounts Department. • Submit up-to-date working hours in the Time Management portal. • Ensure any Leave reversals are raised and approved by your supervisor before or on your LWD • Submit ID/access card to the HR. If the access card is not submitted, applicable charges will be deducted in the F&F. • Handover all company assets to Reporting Manager/HR • Partake in the Exit Interview - the interview is for the purpose to help augment retention initiatives • Provide personal information including - contact details and residential address for future communication must be updated with HR.

OTHER The company retains the right to revise or remove the Policy at any time, for any or for no reason.

EXIT PROCESS • Resignation must be accepted by the Reporting Manager in written via email. • The employee is expected to work closely with the PM and/or RM to ensure a complete and satisfactory completion of the knowledge transfer and smooth transition of tasks and deliverables prior to the Last Working Day (LWD). • A sign-off of no-dues will be required from the PM/RM and other function heads including HR, IT, Finance and Admin in order to complete the exit.

ACTIONS REQUIRED BY/ON LAST WORKING DAY (LWD) • Submit all supporting documents for Tax declarations done in the financial year to avoid Tax deduction in F&F, to

Training and Development Policy PURPOSE Groupsoft is committed to the enablement of a progressive career for all its employees. Consistent with this commitment, Groupsoft supports continued learning, development, and training initiatives with reasonable time, financial and other resources for all its employees. The policy details the guidelines for participation in the Training and Development Program for Groupsoft employees.

SCOPE All employees of Groupsoft are eligible to participate in the Training and Development Program. The company provides an equal opportunity for learning irrespective of gender, religion, nationality, or cultural background.

AIM Training and development comprise any activity designed to help individuals enhance, update, or refine their knowledge and skills for increased and improved productivity. The training and Development program is tightly integrated with the Performance Evaluation Program and is meant for the purpose: • Employees can continue to gain knowledge and skills that enable them to align their competencies with their professional aspirations and the company’s business roadmap; • Ensure that employees are able to stay up-to-date with the latest innovations, new tools, and technologies required to fulfill their KRAs to the best of their abilities • Employees can advance their

competency and expertise • Facilitate an employee’s continued professional and personal development and growth by having an ability to consistently enlarge and enrich their professional roles.

DETAILS The Training and Development Program is closely aligned with the Performance Management Program and is referred to, » During the performance review and annual appraisal » Devising Personal Development Plans » Goal Setting

ROLES A successful T&D Program requires a well harmonized and collaborative team effort. Responsibilities of all involved parties are detailed below: TEAM MEMBERS Groupsoft believes that employee development is most effective when an individual takes self-responsibility for selfevaluation and identifying any development needs that will enhance their productivity and performance through increased skills and knowledge, and thereby growth opportunities. MANAGERS Managers play an important role in organizing and imparting training/s. Their constant guidance and feedback can be critical in the effectiveness of the training initiatives. Managers are responsible for: • assisting in identifying skill gaps at team member and department level • monitoring and evaluating learning and development progress

Training and Development Policy • ensuring effective utilization including the cost-effectiveness of the program. LEADERSHIP Involvement of the leadership team plays a key role as they are committed to a culture of continued learning; guide in identifying skills and technology critical to accomplish professional and business goals; allocate budgets and resources for the program, and provide mentoring to run a successful T&D program. HR DEPARTMENT The HR department plays a critical facilitation role in the training and development program, including, identifying, coordinating, monitoring, and evaluating the initiatives executed at an individual, departmental as well as company level.

T&D SCOPE The scope of the Training and Development Program is defined herewith, • SAP or other ERP Solution based Training • Technology-based Training • Core competency-based Training enhancement of skills related to current KRAs and role • Cross-functional Training eg. an accountant may be trained in Payroll or an SAP MM Functional Consultant may opt to train in another relevant SAP Module • Business Management related Training • Soft Skills development eg, Leadership, Communication or Personality development • Academic advancement - eg Bachelors or Masters Degree course • Any other that clearly supports performance of an employee, business and/or project / customer needs.

T&D PROGRAMS Participation in T&D Program may be a result of- a training need identified during performance evaluation; a program run based on a directive from the company’s board; or based on an employee’s individual career goals. The T&D initiatives supported by the Company are herewith, • Mandatory Training/s - AntiHarassment Training and Cyber Security Training are required to be undertaken by all employees. • Professional Development Training/s (Self) - Minimum essential continued professional self development required - Every employee is expected to spend a minimum of 40 hrs on self development activities in a calendar year.These include: » attending webinars, podcasts, workshops, seminars, reading relevant books, articles, research papers and other resources. » Competency and expertise development and skill enhancement through external courses, online trainings, workshops etc. » Attending Company’s internal trainings and workshops • Internal Training Programs - These Programs are run by the internal Groupsoft team. Every employee is required to spend a minimum of 40 hrs in this program. An employee may build, develop, provide, assist or attend these programs. The internal programs include: » Internal department or intra department workshops / learning sessions; » job shadowing to develop new skills or competencies or take an additional temporary assignment / role on a project; » assisting an assigned buddy, contribute as a mentor; » member of action learning group (meeting with peers to discuss work-related challenge points with the aim to share knowledge and ideas); contributing to a learning hub;

Training and Development Policy availing internal learning material like collaterals and educational videos from company’s knowledge center. • Corporate Training Programs - The Company encourages and periodically facilitates employees to pursue continued learning and development programs to advance their skills and competency including » enrollment in external workshops and certification courses offered by relevant institutes; » attending conferences and seminars; » membership with relevant professional committees, forums or network groups, etc. • Self Academic Advancement An employee may aspire towards advancing their academic qualifications. All such requests are considered on a case-by-case basis, however, the request must meet the basic criteria that » The learning is essential to enable the employee to carry out their duties » The activity has been identified within a personal development plan These requests may include Vocational Diploma Course; Degree course including Bachelors or Masters Course; Executive Courses; and E-Learning Courses

months following the completion of the course and/or exam. • The company sponsors any professional training course that may cost USD 1,500 and USD 5,000, where an employee commits to remain with the company for a minimum period of 24 months following the completion of the course and/or exam. • The company on its discretion may provide a loan to an employee upon request for a professional training / certification course / degree course that requires a financial commitment beyond USD 5,000. The loan will typically be deducted in instalments from the paycheck of an employee after mutual discussion and agreement.

NOTE Failure to - perform job duties; successfully complete the course; display dissatisfactory progression; or continue employment with the company for the stipulated period will render the employee ineligible from the program and the company may choose to withdraw sponsorship and loan facilitation and/or require the employee to return the sponsored / loan amount to the company.

PROCESS INDIVIDUAL LEARNING PROGRAM (ILP) Professional and Academic Self Development initiatives constitute the company’s Individual Learning Program (ILP). In order to participate and be eligible for ILP funding, employees must: » Ensure and have approval from their manager that the course would not impact their deliverables » Successfully complete the course • The company sponsors an annual amount of USD 500 towards Individual Learning Program to an employee. • The company sponsors any professional training course that may cost USD500 and USD1,500, where an employee commits to remain with the company for a minimum period of 12

The process to participate in the T&D program is outlined herewith: • The employee may submit to either the Manager or HR a Training request. • The manager and HR jointly deliberate on the eligibility and feasibility of the request. • Following the deliberation, the employee is engaged in the discussions by HR and the manager to set the guidelines, goals, responsibilities, funding, time and other resource commitments. • The Training is monitored through and up to completion,the Manager and/ or HR will require periodic progress updates. • Post successful completion of the Training program, the employee may see enrichment or enlargement of the

Training and Development Policy role, leading to the new set of KRAs • The manager will be responsible for developing and monitoring the effective utilization of the new skills and learning acquired by the employee.

STUDY LEAVE Study leave is granted at the discretion of the manager and in consultation with HR. The approved Study leave will be adjusted against the Leave account of the employee and any remaining balance will be granted as unpaid leave.

GOOD PRACTICES • As a good practice the employee should proactively keep their team and Manager informed of upcoming exams or request for study leave. • Share key and useful learning points with team members • Provide feedback on the overall value of the study for the directorate unit, as this helps guide future participants towards appropriate opportunities; NOTE: The company retains the right to revise or remove the Policy at any time, for any or for no reason.

Whistle Blower Policy PURPOSE The purpose of the Whistle Blower Home Policy is to specify and define that a whistleblower as defined by this policy is an employee of Groupsoft who reports an activity that he/she considers to be illegal or dishonest to one or more of the parties specified in this Policy. The whistleblower is not responsible for investigating the activity or for determining fault or corrective measures; appropriate management officials are charged with these responsibilities.

ELIGIBILITY Examples of illegal or dishonest activities are violations of federal, state or local laws; billing for services not performed or for goods not delivered; and other fraudulent financial reporting

SCOPE If an employee has knowledge of or a concern of illegal or dishonest fraudulent activity, the employee is to contact his/her immediate supervisor or the Human Resources Director. The employee must exercise sound judgment to avoid baseless allegations. An employee who intentionally files a false report of wrongdoing will be subject to discipline up to and including termination.

DETAILS Whistleblower protections are provided in two important areas - confidentiality and against retaliation. Insofar as possible, the confidentiality of the whistleblower will be maintained. However, identity may have to be disclosed to conduct a thorough investigation, to comply with the law and to provide accused individuals their legal rights of defense. The Company will not retaliate against a whistleblower. This includes, but is not limited to, protection from retaliation in the form of an adverse employment action such as termination, compensation decreases, or poor work assignments and threats of physical harm. Any whistleblower who believes he/ she is being retaliated against must contact the Human Resources Director immediately. The right of a whistleblower for protection against retaliation does not include immunity for any personal wrongdoing that is alleged and investigated. NOTE: Defend Trade Secrets Act (DTSA) Compliance: “Immunity from Liability for Confidential Disclosure of a Trade Secret to the Government or in a Court Filing: 1. Immunity—An individual shall not be held criminally or civilly liable under any federal or state trade secret law for the disclosure of a trade secret that—(A) is made—(i) in confidence to a federal, state or local government official, either directly or indirectly, or to an attorney; and (ii) solely for the purpose of reporting or investigating a suspected violation of law; or (B) is made in a complaint or other document filed in a lawsuit or other proceeding, if such filing is made under seal. 2. Use of Trade Secret Information in Anti-Retaliation Lawsuit - An individual who files a lawsuit for retaliation by an

Whistle Blower Policy employer for reporting a suspected violation of law may disclose the trade secret to the attorney of the individual and use the trade secret information in the court proceeding, if the individual - (A) files any document containing the trade secret under seal; and (B) does not disclose the trade secret, except pursuant to court order.”

PROCESS All reports of illegal and dishonest activities will be promptly submitted to the Vice President of Human Resources who is responsible for investigating and coordinating corrective action.

OTHER Employees with any questions regarding this policy should contact the Director of Human Resources.

Holiday Policy S.No 1

DATE

HOLIDAY

Friday, January 1

New Year’s Day

Thursday, May 13, 2021

Eid al-Fitr - Optional

Monday, May 31, 2021

Memorial Day

Saturday, June 19, 2021

Juneteenth (Groupsoft Declared Holiday)

Sunday, July 4, 2021

Independence Day

Monday, September 6, 2021

Labor Day

Friday, November 5, 2021

Diwali - Optional

Thursday, November 25, 2021

Thanksgiving Day

Friday, November 26, 2021

Groupsoft Declared Holiday

Sunday, November 28 - Monday December 6, 2021

Hanukkah - Optional

Friday, December 24, 2021

Groupsoft Declared Holiday

Saturday, December 25, 2021

Christmas Day

Friday, December 31, 2021

Groupsoft Declared Holiday

BREAK-UP PAID TIME OFF FOR YEAR 2021 Total Paid Time-Off = 22 days per Calendar year • Holidays = 9 days/year • The employees can avail upto 2 optional holidays in addition to declared holidays which may be Eid, Diwali, during Hanukkah or any other cultural/religious day of personal choice • Leaves = 13 days/year • Sick Leave = 3, Personal Days = 3, Vacation Days = 7 • Optional Holidays and Personal Days may be clubbed with Vacation Days as per the employees’ preference • The team deployed on projects, is expected to follow customer’s holidays. All members are required to reach out to their Project Manager or HR for confirmation of the applicability of the holiday.

Employee Handbook Acknowledgement Form I acknowledge having received a copy of the Groupsoft Employee Handbook, that I have read the content and accept the policies and processes of the company outlined herewith. I understand that neither the handbook, nor any other Company policy, practice, or procedure, is intended to provide any contractual obligations relating to continued employment, compensation, or employment in a particular position, and should in no way be construed as creating any sort of employment contract. I also understand that all of the policies, rules, and regulations in the handbook may be changed at any time at the sole discretion of Groupsoft —with or without prior notice to employees. I agree to adhere to the policies and procedures as laid out by the Company in the Employee Handbook.

Acknowledged by:

Date:

Employee Handbook RELEASE DATE - JANUARY, 2021