HYBRID WORK ARRANGEMENT

GUIDELINES
Hybrid Work Arrangement Guidelines

Revision List
Revision Revision Revision Page no Rationale for Change Type
No. Date Description Change (Add/modify/delete)
001 01.08.2022 Initial Release New Policy None
002 02.01.2023 Addition pf Add
exception
approval
clause

Document Release Notice

Hybrid Work Arrangement Guidelines Version 002 is released for use within with effect from 20th January
2023.

Prepared by

Approved by
1.0 Objective
The purpose of this policy is to create a framework and provide guidance for hybrid work arrangement
2.0 Applicability
Employees based in India
3.0 Scope
The hybrid work arrangement will be supported where feasible for the business, customers, and
employees. The policy guidelines have been developed keeping in mind that being close to our colleagues
and customers we serve is at the core of our business philosophy and culture and will remain so in the
future.
4.0 Process and Policy

4.1 Employees may avail remote work arrangement for a maximum of 10 Days in a month in
discussion with their manager.
4.2 Remote working days if not availed in the given month, cannot be carried forward to the next
month.
4.3 Both employee and manager need to ensure that the remote working does not have any adverse
impact on the work deliverables, training and development initiatives, customer/team meetings
where physical presence is required, and other organizational priorities.
4.4 Irrespective of whether the employee is working remotely or at office, he/she is expected to
complete their normal working hours of 9.15 hours and should be available within that timeframe.
4.5 Preferred time window for work will be from 8 am to 7 pm IST. The core working hours
irrespective of whether you are working remotely, or at office will be 9.30 am to 4.30 pm IST.
4.6 The functions, by virtue of the nature of their jobs, excluded from this policy are Production,
Logistics, Quality, SQA, and HSE. However, any exception request will be reviewed and
approved at the discretion of the management.
4.7 Every individual employee should take care of availability of necessary infrastructure including
the seating arrangement, network connectivity, and power backup to ensure that there is no impact
on the deliverables. No reimbursement of internet and other charges will be considered while
availing this flexibility.
4.8 Any employee who is availing remote work option should apply the same in the Payroll System.
 4.9 Hybrid work policy is not an entitlement, and an approval needs to be obtained from the manager
in advance for the hybrid work arrangement during the month.

4.10 As such no deviation to the policy will be entertained. However, very special cases such as any
extremely critical medical conditions of immediate family members (Spouse, Children, Parents or
Parents-in-law) which are of prolonged nature, medical condition with restricted movement and
inability to appear in person as advised by the doctor, extended WFH requests for a limited period
post Maternity Leave due to special reasons, etc. will be viewed as an exception to the policy.
Such exceptions will be duly reviewed on their merit and may be approved by respective
functional head, HR Head and Managing Director. These approvals will be documented on email
and will also be documented in Employee’s personal file.

5.0 General Rules

5.1 All company policies around conduct, health & safety, confidentiality, sick leave, etc., continue to
apply, regardless of working remote or not.
5.2 While working remotely, employees will rely on technology more than ever. Maintaining security
standards is key element for remote work. All employees must ensure, their remote work is in
accordance with all information security, data protection, data privacy and compliance guidelines
and regulations. .´s intellectual property needs to be protected.
5.3 Securing data and company information should be of utmost concern. Any breaches in security
protocol will lead to strict and swift disciplinary action. Please refer to the ISMS_17_SP .
Group_ISMS_Security Incident Management Policy.

6.0 Change to the guidelines

6.1 The guidelines will be reviewed on a periodic basis as necessary.

6.2 Company reserves the right to make the changes to the guidelines depending on the business
needs.
6.3 Any further clarity on the implementation and execution of the guidelines will be addressed
appropriately by the respective HoD, HR Head, and if required, at the level of Managing Director.