Pursuant to Articles 30 – 33 of the Labour Law (“Official

Gazette of the RS”, no. 24/2005, 61/2005, 54/2009,

32/2013, 75/2014, and 113/2017) and Article 9 of the
Rules of Operation of the company “Symphony Digital
NS” LLC from Novi Sad – Sremska Kamenica,

THE EMPLOYER: SYMPHONY Digital NS LLC with

headquarters in Novi Sad – Sremska Kamenica, Nova
12 street, no. 9, represented by Atila Bala, VP of Service
Delivery (hereinafter: the director);
and
THE EMPLOYEE: RICHARD MARK GRAHAM with
the registered address in Zrenjanin, ulica Elemirski
drum street, no. 47, temporary personal registration
number 2009977660065, passport number 537528888
issued by The United Kingdom of Great Britain and
Northern Ireland:
on May 18, 2020 concluded the following

EMPLOYMENT CONTRACT
INTRODUCTORY PROVISIONS
Article 1
The employer establishes this full-time employment
relationship for an indefinite period of time with a
working hours amount of 40 hours a week with the
employee Richard Mark Graham who has obtained a
higher education degree (VII-1 degree of professionality)
and is by profession a Computer Science and
Informatics Engineer (BS).

The employee establishes this employment relationship

to work at the position of a Project Manager.

The employee shall conduct work in Novi Sad –

Sremska Kamenica, as his work-place.

The employee establishes an employment relationship

indefinitely and immediately (i.e. on the same day) upon
obtaining his work permission (completely pursuant to
the existing legislation of the Republic of Serbia).

The employee shall start work as of the day specified in

the previous paragraph. Should he fail to do so without
providing justifiable reasons, it is considered that the
employment relationship has not been established.

The employee shall realize the rights and duties deriving

from this employment relationship as of the day he starts
working.
Article 2
In case certain rights and duties are not defined by this
Contract, relevant Labour Law regulations, Rules of
Operation, or any other relevant general act regulations
issued by the employer are applied instead.
The employer is obliged to inform the employee about
the work conditions, rights, and duties arising from the
employer’s general normative acts from Article 1 of this
Contract in any of the following manners of notifying: by
posting a notice on the employer’s noticeboard, by
notifying the employee via the employer’s website, by an
email sent to the employee’s work email address, or in a
different suitable way that will enable the employee to
become familiarized with the relevant regulations of the
employer’s general normative acts.

DEFINING JOB RESPONSIBILITIES

Article 3
The position of a Project Manager which this Contract is
concluded for infers jobs and tasks determined by the
employer’s Rulebook on Organization and
Systematization of Work Positions for this specific
position, especially the following:
• Representing Symphony Digital NS LLC in front of
clients, as well as being a contact person for the
Symphony office;
 • Setting up and maintaining a relationship of trust
with clients;
• Defining projects, shaping the organization and
setting up teams, controlling and documenting projects,
as well as managing all the project phases;
• Determining and approving of methodological
guidelines for working on projects;
• Guiding and adjusting the team members’ work,
solving problems, project risks, and conflicts, while
giving directives in order to successfully finish projects;
• Increasing understanding of Agile practice, Lean
Startup, new technological opportunities and other new
trends;
• Helping the team to continuously improve and
deliver quality services;
• Following and reporting the progress and
irregularities;
• Participating in program increment planning events.

WORKING HOURS
Article 4
Work schedule within a workweek is determined by the
employer, pursuant to the Rules of Operation, or other
equivalent general normative act.
A working week lasts, as a rule, five working days.
A working day lasts, as a rule, eight hours.
A working day starts between 8 a.m. and 10 a.m., and it
ends, respectively, between 4 p.m. and 6 p.m. (flexible
working hours).
REST PERIODS AND LEAVE
Article 5
The employee is entitled to a rest in the course of a
workday, to a daily rest, to a weekly rest, and to an
annual leave pursuant to the employer’s Rules of
Operation.
Article 6
The employee is entitled to leave from work with salary
compensation (paid leave) pursuant to the employer’s
Rules of Operation.

Article 7
The employer may grant to the employee a leave
without compensation of salary (unpaid leave) upon the
provision of a justified demand, unless such leave
disturbs the employer’s work process and organization.

SALARY, COMPENSATION OF SALARY, AND

REFUND OF EXPENSES
Article 8
The employee shall receive a monthly gross salary,
which consists of the base salary, portion of the salary
for working performance, and increased salary – all
pursuant to the employer’s Rules of Operation.
The working performance is determined on the ground
of quality and volume of the work performed, as well as
of employee's attitude toward work duties pursuant to
the employer’s Rules of Operation.
The employee’s monthly base gross salary for the
stipulated standard work performance and full working
time is 000 EUR (in words: 000 euros) and is paid out at
the middle exchange rate of NBS on the payroll run day.
The salary in terms of the previous paragraph of the
present Article shall be understood to mean the salary
which includes tax and contributions payable from
salary.
The salary is paid out at least once a month, as a rule
on 25th of the current month, for the preceding month,
or in any case no later than by the end of the current
month for the preceding month.
Article 9
Pursuant to the relevant regulations from the
employers’s Rules of Operation, besides the
aforementioned right to an increased salary, the
employee is also entitled to a minimum salary and
compensation of salary in the following cases: during
absence (on a holiday which is a non-working day,
annual leave, paid leave, military exercise, responding
to summons by a state agency, temporary impairment
pursuant to health insurance regulations, during
temporary cessation of work or a decrease in workload,
as well as in other cases determined by the employer’s
General Act).
Article 10
Pursuant to the employer’s Rules of Operation, the
employee is entitled to a refund of monthly expenses for
commuting to and from work, holiday allowance, as well
as a right to a monthly compensation for meals during
work. As it is determined and regulated in the
employer’s Rulebook of Refund of Expenses While on a
Business Trip in the Country and Abroad, the employee
is entitled to the refund of expenses related to business
trips in the country and business trips abroad.

PROHIBITION OF COMPETITION LAW

Article 11
Taking into consideration that, by working for the
employer, the employee may acquire new, particularly
important technology know-how, a wide circle of
business partners, or learn significant business
information and secrets, the employee, without the prior
written consent of the employer, may not be engaged in
(on his own behalf or as a partner, as an official or a
founder with majority of stakes or a part-owner, or on
behalf and for the account of another legal or natural
person, or indirectly via relatives or third parties, with or
without compensation) business and/or tasks for which
the employee is hired by the employer through this
Contract, and that he will not participate in any activity
that represents the scope of activity of the employer.
The prohibition of competition from the previous
paragraph is concluded between the employer and the
employee for the territory of the Republic of Serbia,
Bosnia and Herzegovina, and the United States of
America.
Should the employee not inform the employer about the
aforementioned activities, such action shall be viewed
as violation of the work relationship and the employee
shall be obliged to pay a penalty equal to six times his
last gross payment.
Besides the aforementioned set penalty, the employee
shall be held responsible for any damage that occurs as
a result of the prohibition of competition law violation.
Additionally, the violation of the aforementioned
regulations by the employee shall be seen as a
unilateral action and a valid reason for termination of the
work relationship pursuant to the regulations of the
positive law.
The stipulated activities from within this Article of the
Contract that the employee may not be engaged in are
any forms of work, business, or any other engagement
that is: related to either labor or obligation law, oral or
written contracts, apparent or fictitious contracts (e.g.
the contracts where the essential engagement activity is
different from the contracted engagement activity, as
well as any financial contracts), any forms of
engagements via a student or youth organization, etc.
Article 12
Upon termination of this Employment Contract due to
the will or fault of the employee, over the course of the
period defined in the previous paragraph of this Article,
the employee may not conduct business and/or take
part in any activities, for himself or any other party
(whether employed or based on an agency agreement,
consulting agreement, or any other similar contract or
agreement, directly or indirectly, in the capacity of an
entrepreneur, founder, partner, part-owner, director of a
company, etc.), where he would use his business know-
how and connections acquired while working for the
employer or working on anything related to this
engagement.
The employer reserves the right to discretion in lifting
this ban.
In case of violation of the Prohibition of Competition law,
the employee is obliged to pay the employer the
contracted penalty equal to six times his last received
gross payment defined by this Contract, as well as to
compensate for any damage caused by breaking the
Prohibition of Competition law (including the complete
return of received funds, any other material injury, as
well as a compensation for the employer’s loss of
prospective profit).

INTELLECTUAL PROPERTY
Article 13
When the employee creates a project, a computer
program, other copyright work, or any other form of
intellectual property while fulfilling his work obligations,
i.e. by order of the employer (copyright work or an object
of intellectual property which resulted while under the
work relationship), or a form created through a copyright
or similar contract with the employer, the contracting
parties agree that all the copyright, material, and other
rights related to the object of intellectual property belong
to the employer, unless differently agreed upon by a
copyright or similar contract.
TRADE SECRET
Article 14
The employee may not use for personal needs or share
with a third person trade secrets previously determined
by the employer and communicated to the employee as
a trade secret or which are entrusted to him or which the
employee becomes acquainted with in any other way.
Trade secret is both the information and data which may
manifestly cause damage to the employer should
unauthorized persons find out about them. The
employer shall be held responsible for giving away such
information and data if he had known or had to have
known about their importance for the employer.
Should the employee violate the prohibition of revealing
trade secrets, the employer has the right to demand
compensation of the total damage including the loss of
prospective profit.

DAMAGE COMPENSATION
Article 15
The employee is responsible for any damage, at work or
in relation to work, that is caused on purpose or by gross
negligence at the expense of the employer or a third
person.
The procedure for determination of the employee’s
responsibility for the damage caused at the expense of
the employer shall be initiated by the company director
upon receiving a written report or realization about the
caused damage.
The existence of the damage and the surrounding
circumstances, as well as the amount and the manner of
compensation shall be determined by a special three-
member commission formed by the director.
The amount of compensation shall be determined based
on the price-list and book value of the damaged item or
based on the estimate resulting from expert evaluation.
A record of the conducted procedure shall be made,
along with the level of the employee’s criminal
responsibility and the amount of damage, based on
which the director shall issue a decision on the
responsibility of the employee or his release from the
responsibility.
By issuing a writ, the employer shall determine the
manner of compensation as well as the deadline by
which the employee is obliged to compensate for the
damage.
If the employee refuses to compensate for the damage
within the established deadline, a competent court shall
decide upon the manner of compensation.
The employee, who has caused damage to a third party
at work or in relation to work, with intent or by gross
negligence, and which has been redressed by the
employer, is bound to compensate for the amount of the
damages paid.
Article 16
Should the employee sustain injury or damage at work,
the employer is obliged to redress such damage in
conformity with the law.
Should the employee and the employer not come to an
agreement about the damage compensation, the
employee has a right to file a lawsuit against the
employer for the damages before a competent court.

PERSONAL DATA AND PROTECTION OF PERSONAL

DATA
Article 17
By signing this Contract, the employee gives his
irrevocable consent in favor of the employer (pursuant to
the Law on Personal Data Protection) and grants them
the right to collect and/or process and/or communicate
his personal information, along with the information the
employer obtains, to the members of the employer
group (both within and outside the country) and/or third
parties – all pursuant to the regulations of the positive
law.

TERMINATION OF EMPLOYMENT RELATIONSHIP

Article 18
This Employment Contract may be terminated on the
ground of agreement, in writing, between the employer
and the employee.
Each contracting party is entitled to terminate this
Contract pursuant to the law and the employer’s Rules
of Operation.
The employee is entitled to terminate this Contract, in
compliance with the notice period of 30 days from the
day of delivering the written notice of cancellation of the
Employment Contract to the employer.

FINAL PROVISIONS
Article 19
Should one or more provisions of this Contract cease to
be valid for any reason, the validity of the remaining
provisions of this Contract or of the Contract as a whole
shall not be influenced whatsoever.
Article 20
The contracting parties agree that this Contract
represents their freely expressed will, that it determines
mutual agreement between the employer and the
employee in terms of the subject of the Contract, and
that this Contract replaces any previous oral and/or
written contracts and/or agreements and/or deals on that
matter.
Article 21
The employee and the employer accept that relevant
legislative provisions or the employer’s general
normative acts which regulate the respective matter
shall be applied to all the rights, commitments, and
responsibilities not determined by this Contract.
Article 22
Any disputes related to this Contract or resulting from it
shall be resolved amicably. In case of not reaching
mutual agreement, the dispute shall be resolved before
a competent basic court closest to the employer’s
headquarters.
Article 23
This Employment Contract shall enter into force on the
date of its signing.
Article 24
This Contract is concluded in four copies of which two
shall be handed to each of the contracting parties.

THE CONTRACTING PARTIES:

THE EMPLOYER: THE

EMPLOYEE:

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