‘T1’-LEAVE POLICY

1. SCOPE

Techvantage Systems Leave Policy covers the following aspects regarding leave that can be availed by the employees of Techvantage (henceforth referred to as the company):

• Leave Categories
• Number of Leaves in each Category
• Leave approval process
• Holidays

The Leave Policy is applicable to all permanent staff of the company. All permanent employees are eligible to avail the various leave types from their probationary period onwards. For computing leave accrued in a year, the calendar year period from 1st Jan to 31st December will be considered.

2. LEAVE CATEGORIES

The different types of leaves are classified as follows:

• Privilege leave
• Maternity leave
• Paternity leave
• Public Holidays
• Leave without pay
• Sick leave

2.1.PRIVILEGE LEAVE

All employees have a maximum of 14 days Privilege leave in a year, with 3.5 days credited at the beginning of each quarter. On completion of 3 years in the company, the maximum Privilege leave is increased to 16 days per annum, with 4 days credited at the beginning of each quarter. If an employee completes 3 years’ service or joins the company mid-way through a year, the entitlement will be on pro-rata basis rounded to the nearest whole days.

If an employee does not avail his privilege leave entitlement in a year, he will be allowed to carry forward to the next year up to a maximum of 2 years. An employee is not entitled for privilege leave during the period he avails continuous Loss of Pay Leave. In such cases, the privilege leave credited in the next quarter is to be adjusted deducting on pro rata basis rounded to the nearest whole days.

2.2 MATERNITY LEAVE

Full time permanent female employees who have completed 6 months of service with the company, including probation, are eligible for availing maternity leave. This leave can be utilized twice (maximum) during their tenure in the company. It is granted as a continuous period of 180 days from the date of commencement of the leave.

2.3 PATERNITY LEAVE

All male employees can avail up to 5 days of paternity leave within a month of his spouse’s delivery, subject to a maximum of 2 occasions during their tenure, after submitting certificate issued by a Registered Medical Practitioner indicating date of delivery.

2.4 PUBLIC HOLIDAYS

All employees are entitled to 12 days of public holiday per annum. The holiday list for the forthcoming year will be published during the last week of December, every year.

2.5 LEAVE WITHOUT PAY

Leave without pay is granted only in exceptional circumstances approved by the respective Department Head and only after confirmation from the HR department that all annual leave entitlement have been used up. The leave without pay application duly approved by the respective Department Head must reach HR department 2 days in advance and the employee should get it approved before commencing on leave.

2.6 SICK LEAVE

Sick leave is allowed only for a maximum of 3 days and is not allowed as a matter of right. It will be granted on a case-by-case basis. The medical proof must necessarily accompany the sick leave application. In case of exigencies, intimation must be done to the respective Department Head and Team Lead and necessary application forwarded to the HR Department within 2 days of availing the sick leave along with the approval of the respective Department Head.

In all cases of absence due to sickness, Management has the right to improve upon or reduce any of these entitlements depending upon circumstances.

GENERAL PROCEDURE FOR AVAILING LEAVE

All employees are to follow the below mentioned procedure for availing any of the leave entitled to them.

• Employees must apply leave through timesheet application, clearly indicating the type of leave applied for, valid reasons and the duration of leave requested..
• Leave authorized by Team Lead and approved by the respective Department Head should be based on operational requirements, merit, reasonableness, and past practice.
• The employee is required to give prior notice to the Team Lead and the respective Department Head before availing any of the leaves, entitled to him.
• The Team Lead must authorize and respective Department Head must approve all leave applications of the employee. Duly approved leave application must reach HR department 2 days in advance and the employee should get it approved before commencing on leave

UNAUTHORIZED LEAVE AND LATENESS

All employees are expected to report for duty on time, as per the stipulations in their employment contract. Coming on weekends to finish assigned work, does not warrant Compensatory Off. If employees are reporting for duty late by more than half an hour without valid reason, they will be deducted half a day privilege leave.

If an employee does not follow the reporting procedures or have the permission only from the Team Lead to be absent without the approval of the respective Department Head or he is late on several occasions, the Management reserves the right to take necessary disciplinary action.

‘T2’-DRESS CODE POLICY

• Maintaining a professional, business like appearance is very important to the success of Techvantage Systems.
• Regardless of the employee’s interaction with clients, customers, suppliers, contractors, or volunteers, each employee projects the reputation of the organization. Part of this impression depends on each employee’s choice of dress.
• Techvantage Systems has chosen to offer a casual dress environment for employees. Employees are expected to use good judgment and to show courtesy to their co-workers by dressing in a manner that is presentable and appropriate. At all times employees are asked to be cognizant that regardless of their interaction with clients, customers, suppliers, contractors, or volunteers Techvantage Systems is still a place of business
• Should employees be asked to attend business meetings with clients, either in Techvantage Systems offices or otherwise, they should dress in appropriate business attire.
• This policy is intended to define appropriate “business attire” during normal business operations and “casual business attire” on Fridays.
• The Company recognizes the growing popularity of casual business dress and the positive effects of this shift to boost employee morale, improve quality, encourage more open communication and increased productivity, therefore, creating a more comfortable work environment. Therefore, casual business attire will be permitted on Fridays. The Company reserves the right to continue, extend, revise or revoke this policy at its discretion
• Any questions related to the content of this policy or its interpretation should be directed to Human Resource Person.

The Leave Policy is applicable to all permanent staff of the company. All permanent employees are eligible to avail the various leave types from their probationary period onwards. For computing leave accrued in a year, the calendar year period from 1st Jan to 31st December will be considered.

FOR MEN TO WEAR

• Wear formal shirts only and put your buttons until your collar button this issue is very important
• Sweaters, Polo shirts with collars, Slacks, Chinos or Dockers are acceptable
• Always wear full length trousers with matching combination of your shirt
• Good pair of leather shoes of black and brown colors with always polished
• Socks you are wearing always should match with your shoes and trousers
• Wear formal belts with sleek buckle and it should match your trouser
• Maintain a good hairstyle according to your dress

FOR MEN NOT TO WEAR

• Don’t wear t-shirts (Except Friday), shirts with thick stripes and checks and shirts with v neck is not acceptable
• Trousers should not have any pleats and don’t wear unmatching combination of shirt
• Don’t wear torn shoes, casual shoes and formal shoes with crazy colours
• Don’t wear torn socks or uncleaned socks
• Don’t wear belts, watches in unfit position

FOR WOMEN TO WEAR

• You can wear Kurtis, salwarkameez, and formal shirts
• Wear full length skirts, trousers
• Sweaters, Blazers, Polo shirts and slacks are acceptable
• Wear heels with 1 or 2 inches it is standard or sandals with good colours
• If you are carrying hand bags, then prefer black or brown
• When wearing accessories like ear rings, bracelets prefer with small design
• Maintain a good hairstyle according to dress

FOR WOMEN NOT TO WEAR

• Don’t wear t-shirts tight fitting, sleeveless, transparent clothes
• Wear saree if your company accepted
• Don’t wear sandals with different colours with glittering designs
• Don’t wear shoes or sandals with high heels
• Don’t wear accessories with large designs heavy jewelry

ENFORCEMENT

Department managers and supervisors are responsible for monitoring and enforcing this policy. The policy will be administered according to the following action steps:

1. If questionable attire is worn in the office, the respective department supervisor/manager will hold a personal, private discussion with the employee to advice and counsel the employee regarding the inappropriateness of the attire.

2. If an obvious policy violation occurs, the department supervisor/manager will hold a private discussion with the employee and ask the employee to go home and change his/her attire immediately.

3. Repeated policy violations will result in disciplinary action, up to and including termination.

4. Enforcement of this guideline is the responsibility of Company management and supervisory personnel.

REVIEW AND REVISON

The Company reserves the right to rescind and/or amend this, and all Company policies, at any time.

‘T3’-EXPENSE REIMBURSEMENT POLICY

This policy is designed to assist employees in reporting expenses incurred while conducting Techvantage Systems business activities.

Techvantage Systems expects employees to act responsibly and professionally when incurring and submitting costs. The organization will reimburse employees for reasonable expenses on pre-approved business. This includes, for example, travel fares, accommodations, meals, tips, telephone and fax charges, and purchases made on behalf of the organization.

Techvantage Systems does not pay for local travel to and from the office. If employees use their vehicles for business travel, mileage will be reimbursed as per the Treasury Board Guidelines and for appropriate parking fees. Techvantage Systems will not be responsible for fuel, maintenance, traffic or parking violations.

GENERAL GUIDELINES

Original receipts are required for reimbursement of all expenses except for per diems. These expenses include:

• Original boarding passes for airplane / train travel
• Credit card receipts
• Detailed merchant receipts

Receipts must be accompanied by a summary which outlines

• The nature of the expense
• The name and titles of the individuals involved
• The purpose for the expense

Expense summaries must be submitted with receipts and approved by the Human resource person.All expenses and summaries must be submitted within 5 days to Human Resource for payment.

TRAVEL GUIDELINES

• Employees are encouraged to fly coach class with the lowest available airfare for non-stop travel.
• If a car rental is required, employees are requested to rent mid-sized or compact vehicles. Employees will be reimbursed for the fuel costs associated with renting a vehicle
• Employees will be reimbursed for reasonable hotel accommodations. Discounted room rates should be requested at the time of room booking
• Per Diem rates for meal and incidentals will be provided; no receipts are required. The per diem amount paid for each day of travel is set out under the Treasury Board Guidelines. Per Diem rates will not be paid where other meal arrangements are provided. For example, a luncheon included with an event
• The following list includes examples of non-reimbursable expenses:
• Personal travel insurance
• Personal reading materials
• Childcare
• Toiletries, cosmetics, or grooming products
• Expenses occurred by spouses, children, or relatives
• In-room movies or video games
• Sporting activities, shows, etc

Any questions related to the content of this policy or its interpretation should be directed to the Human resource person.

‘T4’-SOCIAL MEDIA POLICY FOR EMPLOYEES

POLICY

At Techvantage, we understand that social media can be a fun and rewarding way to share your life and opinions with family, friends, and co-workers around the world. However, use of social media also presents certain risks and carries with it certain responsibilities.

This policy applies to all employees of Techvantage and is intended to assist you in making responsible decisions about your use of social media. We have established these guidelines for appropriate use of social media, which include 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.

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 web site, social networking or affinity web site, web bulletin board or a chat room, whether or not associated or affiliated with Techvantage as well as any other form of electronic communication.

Ultimately, you are solely responsible for what you post online. Before creating online 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 associates or otherwise adversely affects members, customers, suppliers, people who work on behalf of Techvantage or Techvantage’s legitimate business interests may result in disciplinary action up to and including termination.

Know and follow the rules

Carefully read the below guidelines and ensure your postings are consistent with Techvantage Social Media Policy. Inappropriate postings that may include discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination.

Policy elements

Using personal social media

• We [allow] our employees to access their personal accounts at work. But we expect you to act responsibly and ensure your productivity is not affected.
• Whether you are using your accounts for business or personal purposes, you may easily get sidetracked by the vast amount of available content. So, please restrict your use to a few minutes per workday.
• We ask you to be careful when posting on social media, too. We cannot restrict what you post there, but we expect you to adhere to our confidentiality policies at all times.
• We also caution you to avoid violating our anti-harassment policies or posting something that might make your collaboration with your colleagues more difficult (e.g., hate speech against groups where colleagues belong to).
• The name and titles of the individuals involved

We advise our employees to:

• Ensure others know that your personal account or statements do not represent our company. You should not state or imply that your personal opinions and content are authorized or endorsed by our company. We advise using a disclaimer such as “opinions are my own” to avoid misunderstandings.
• Avoid sharing intellectual property like trademarks on a personal account without approval. Confidentiality policies and laws always apply.
• Avoid any defamatory, offensive, or derogatory content. It may be considered as a violation of our company’s anti-harassment policy, if directed towards colleagues, clients or partners.
• Any information that is shared online is permanent and public. Please ensure that the information projected is factually accurate and in line with Techvantage policies.

Representing our company

Some employees represent our company by handling corporate social media accounts or speak on our company’s behalf. When you’re sitting behind a corporate social media account, we expect you to act carefully and responsibly to protect our company’s image and reputation. You should:

• Be respectful, polite, and patient, when engaging in conversations on our company's behalf. You should be extra careful when making declarations or promises towards customers and stakeholders.
• Avoid speaking on matters outside your field of expertise when possible. Everyone should be careful not to answer questions or make statements that fall under somebody else’s responsibility.
• Follow our confidentiality policy and data protection policy and observe laws on copyright, trademarks, plagiarism and fair use.
• Be prudent in your actions when reached and/or contacted for a connection. It is essential that you be able to judge the quality of the lead.
• Inform our HR/Marketing department when you are about to share any major-impact content.
• Avoid deleting or ignoring comments for no reason. They should listen and reply to criticism.
• Never post discriminatory, offensive, or libelous content and commentary.
• Correct or remove any misleading or false content as quickly as possible.

Do’s and Don’ts to follow

Do’s

• Employees are allowed to repost/share the contents posted from the official Techvantage channels.
• Be cautious while clicking on links from unknown entities as these could viruses/ malwares and can compromise your social media identity.
• Follow the right sources, influencers, prospects, and industry leaders which will give you and insight into their business and spheres of interest and influence.
• Employees can identify Techvantage as their employer on Social medias.
• Employees are allowed to have their personal profile on Social Medias.
• Employees can generate leads through social media channels/share opportunities with the marketing team.

Don’t Do’s

• Employees are not allowed to create any blog on behalf of Techvantage or any of its service lines unless you are assigned to represent the company on social medias.
• Do not criticize Techvantage or Techvantage’s competitors either in your personal or competitor's official blogs, public posts,etc
• Do not justify/comment on rumors or hearsay and do not comment about Techvantage leaders.
• Informal online groups and communities such as parody accounts, or groups disparaging companies or a personnel and groups promoting vendetta against someone must be avoided.
• Do not reveal any pricing and fees details (This is highly confidential. Not to be shared at any level)
• Do not post or reveal details about Techvantage’s customers’ information, engagement, deals, revenue &headcount information etc.
• Do not share confidential videos like internal training, customer visits, etc.
• Do not share any documents containing content owned by Techvantage, unless authorized or already in public domain through proper channels from Techvantage.

PROCEDURES

The following principles apply to professional use of social media on behalf of Techvantage as well as personal use of social media when referencing Techvantage Systems Private Limited.

• Employees need to know and adhere to the Techvantage’s Code of Conduct, Employee Handbook, and other company policies when using social media in reference to Techvantage.
• Employees should be aware of the effect their actions may have on their images, as well as Techvantage’s image. The information that employees post or publish may be public information for a long time.
• Employees should be aware that Techvantage may observe content and information made available by employees through social media.
• Employees should use their best judgment in posting material that is neither inappropriate nor harmful to Techvantage, 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.
• 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 Techvantage spokespersons.
• If employees find 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 Techvantage.
• Techvantage’s computer systems are to be used for business purposes only. When using Techvantage’s computer systems, use of social media for business purposes is allowed (ex: Facebook, Twitter, Techvantage blogs and LinkedIn), but personal use of social media networks or personal blogging of online content is discouraged and could result in disciplinary action.
• Subject to applicable law, after‐hours online activity that violates the Company’s Code of Conduct or any other company policy may subject an employee to disciplinary action or termination.
• If employees publish content after‐hours that involves work or subjects associated with Techvantage a disclaimer should be used, such as this: “The postings on this site are my own and may not represent Techvantage’s positions, strategies or opinions.”
• It is highly recommended that employees keep Techvantage related social media accounts separate from personal accounts, if practical.

Disciplinary Consequences

We may have to take disciplinary action leading up to and including termination if employees do not follow this policy's guidelines. Examples of non-conformity with the employee social media policy include but are not limited to:

• Disregarding job responsibilities and deadlines to use social media at work.
• Disclosing confidential information through personal or corporate accounts.
• Directing offensive comments towards other members of the online community.

If you violate this policy inadvertently, you may receive a reprimand. We expect you to comply after that, or stricter disciplinary actions will apply.

For more information