Advait Infratech

Limited
HR Policy for Advait Employees

Last updated January 2023

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 CONFIDENTIAL

An employee handbook is designed to provide every employee with policies and

procedures of Advait Infratech Limited to get acquainted with its culture. These policies
explain the working conditions, benefits, and policies affecting your employment. The
information contained in this Handbook applies to all employees of Advait Infratech
Limited. The Handbook is a summary of our policies, which are presented here only as a
matter of information and not as a promise of employment or as a contract between the
Company and any of its employees. The employee is held responsible for reading,
understanding and complying with the provisions of this handbook. These policies are
subject to change at any given point of time at the whole discretion of the Management
and intimation of the same will be done as and when the changes are made.

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WARM WELCOME TO THE ADVAIT FAMILY!

On behalf of your colleagues, HR, and Management, we welcome you to Advait Infratech
Limited and wish you success here.

At Advait, we believe that each employee contributes directly to the growth and success of
the company, and we hope you will take pride in being a member of our team.

This handbook is developed (and continues to evolve) to describe some of the expectations
of our employees and to outline the policies, programs, and benefits available to eligible
employees. We believe that professional relationships are easier when all employees are
aware of the culture and values of the organization. This guide will help you to better
understand our vision for the future of our business and the challenges that are ahead.

We hope that your experience here will be challenging, enjoyable, and rewarding. Again,
welcome!

HR & Management

Advait Infratech Limited ©

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 INDEX

1. COMPANY DESCRIPTION 5
1.1 OVERVIEW 5
1.2 CULTURE 6
1.3 CUSTOMER RELATIONS 6

2. EMPLOYMENT RELATIONS 6
2.1. EMPLOYEE BENEFITS 6
2.2. EQUAL EMPLOYMENT OPPORTUNITY 7
2.2.1 EMPLOYEE REFERRALS 7
2.3. LEAVE AND ATTENDANCE 7
2.4 OVERTIME BENEFITS - APPLICABLE FOR ACS PLANT EMPLOYEES 7
2.5. FULL AND FINAL SETTLEMENT 7

3. HUMAN RESOURCES POLICIES 8

3.1 ORGANIZATIONAL STRUCTURE 8

4. WORKPLACE EXPECTATIONS AND GUIDELINES 9

4.1 CODE OF CONDUCT 9
4.2 ANTI-BRIBERY & ANTI-CORRUPTION POLICY 9
4.3 FRAUD PREVENTION POLICY 9
4.4 WORK TIMINGS 9
4.5 LATE COMING & EARLY LEAVING 10
4.6 PROFESSIONAL APPEARANCE 10
4.7 DOOR ENTRY 10
4.8 PROBATION PERIOD 10
4.9 MISUSE OF COMPANY ASSETS 10
4.10 KEEPING WORK SPACE CLEAN 10
4.11 RETURN OF PROPERTY 10
4.13 SMOKING AND ALCOHOL / DRUG ABUSE 11
4.14 CONVERSATIONS ON FLOOR 11

5. LEAVE POLICY 11
5.1. MATERNITY LEAVE POLICY 11
5.2. PATERNITY LEAVE POLICY 13

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5.3. LEGAL COMMITMENT 13
5.4. WORK FROM HOME POLICY 14
5.5. EMPLOYEE AGREEMENT 14
5.6. REWARDS & RECOGNITION 14
5.7. Travel Policy 14
General Guideline: 15
Other Expenses (Applicable from 1st July 2022) 15
5.8. APPRAISAL PROCESS 15
5.9. INCREMENT IN SALARY/GRADE 16
5.10. EXIT POLICY 16
5.11. PREVENTION OF SEXUAL HARASSMENT 16
5.12. ENVIRONMENT POLICY 18
5.13. VIOLATION OF COMPANY POLICIES 19
5.13.1 MANAGEMENT COMMITTEE AND EMPLOYEE PARTICIPATION 19
5.13.2 WORKSITE ANALYSIS 19
5.13.3 SAFETY AND HEALTH TRAINING 19
5.14.4 RECORDKEEPING AND PROGRAM EVALUATION 19
5.15. DO’S & DON’TS 20
5.16. SUGGESTIONS 20
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1. COMPANY DESCRIPTION

1.1 OVERVIEW
Since 2010, Advait Infratech has been providing robust products and solutions for power
transmission, substation, and telecommunication infrastructure.

We operate with various verticals such as turnkey telecommunication projects, installation of

the power transmission, substation and telecom products, liasioning -marketing, and
providing end-to-end solutions to the customers. We also manufacture and supply capital
stringing tools for the construction of the transmission line.

Advait has also expanded vertically by venturing into the manufacturing of OPGW (Optical
Fibre Ground Wire), OFC cables, ACS (Aluminium Clad Steel Wire), ERS (Emergency
Restoration System), and OPGW joint boxes.

1.2 CULTURE
Our people are our core strength. We value creativity and smartness over experience. We
foster an environment of collaboration, teamwork, and a routine to work hard & play hard.

We believe in operating in lean and flat high-performance teams. This way, we identify key
high-performing achievers and reward them based on meritocracy. We continuously
provide a platform for our engineers to be challenged professionally to achieve more.

We heavily emphasize learning, mentoring, teaching, and collaboration in order to develop

each employee intellectually as well as professionally. We encourage healthy technology
debates and have interactive forums where engineers can critique each other’s ideas.

Our Mantra:

● Customer First
● Empower the Team
● Agile Execution

1.3 CUSTOMER RELATIONS

Customers are our organization's most valuable assets. Every employee represents Advait
to our customers and the public. The way we do our jobs presents an image of our entire
organization. Customers judge all of us by how they are treated by each employee.
Therefore, our first business priority is to ALWAYS assist any current customer or potential
customer. Nothing is more important than being courteous, friendly, helpful, and prompt in
the attention you give to customers.

Advait will provide customer relations and services training to all employees with extensive
customer contact. Customers who wish to lodge specific comments or complaints should
be directed to the HR, Whistle-Blower Committee, or to the Management team for
appropriate action. Our personal contact with the public, our manners on the telephone,
and the communications we send to customers are a reflection not only of ourselves but
also of the professionalism of Advait. Positive customer relations not only enhance the

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public's perception or image of but also pay off in greater customer loyalty and increased
sales and profit.

2. EMPLOYMENT RELATIONS
2.1. EMPLOYEE BENEFITS
We firmly believe that our employees are our biggest asset and hence we offer some of the
best benefits in the industry. We actively take interest in each employee’s development plan
and offer opportunities to develop their technical expertise in various areas.

2.2. EQUAL EMPLOYMENT OPPORTUNITY

In order to provide equal employment and advancement opportunities to all individuals,
employment decisions at Advait will be based on merit, qualifications, and abilities. Advait
does not discriminate in employment opportunities or practices based on race, colour,
religion, sex, national origin, age, or any other characteristic protected by law.

Probation period: 6 months, if the employee will leave the organization before probation
period then they are not eligible for any letter i.e. experience letter, relieving letter.

An Employee Code will be generated and relevant applicable employee details as well as
statutory details are to be filled while creation of master.

2.2.1 EMPLOYEE REFERRALS

With effect from January 16, 2023, the HR team has come to a conclusion regarding New
Employee Referrals and we are adding a clause to our HR policy.

If an Advait employee refers a competent candidate for our team and is successful in
adding value to the organisation, we will be conferring a reward of at least INR 7,500 as an
earnest compensation*. This award is subject to circumstances and considering that the
new employee successfully completes the probation period.

2.3. LEAVE AND ATTENDANCE

● The current leave policy of the company allows the employees to have 25 earned leaves
during the year.
● Employees on probation or notice period can avail casual leave on a pro-rata basis.
● Flexi hours are available to management-approved employees only.

2.4 OVERTIME BENEFITS - APPLICABLE FOR ACS PLANT

EMPLOYEES
1. Over time applicable for only Shop floor employee

2. Team leads applicable for compensation off

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2.5. FULL AND FINAL SETTLEMENT

● A notice period as mentioned in the appointment letter should be served by the

employee before resignation / termination. Having received the resignation letter,
HR Executive shall compute full and final settlement of dues like outstanding salary,
leave encashment, provident fund, gratuity etc. pending towards the employees.

• The system is to be updated for removal of the employee code after they are relieved.

Criteria Notice Period

Jr. Level – Mid Level 45 days
Mid- Level – Leaders 60 Days
Senior Manager – HODs 90 Days

• If the employee proceeds to leave the organization without serving notice period, then
we are not bound to clear their dues. They are bound to deliver a proper handover to a
particular team leader/managing director.
• Leads will be final authority to decide the final relieving date. Full and final settlement to
be settled upon the agreement of both parties only.
▪ Any exception found should be communicated to the HR head and then relevant
changes should be incorporated.
▪ The computation is then sent to the accounts department for verification of the
amounts due as per system. Having verified the accounts department will approve
the amount to be paid to the employee.
▪ The payment is processed by the accounts department after being approved by
authorized personnel.
▪ In case of recovery from an employee, full and final settlement is released only after
the recovery amount is received from the employee.
▪ Full & Final Settlement should be processed within one month from the date of relief
or before the financial year closing whichever is earlier.

• The HR department will maintain a master sheet for all labor law related compliances –
which shall be monitored on a weekly basis.
• Each month the sheet is reviewed and updated for that month’s compliances.

• Any non-compliance shall immediately be brought into notice to the

respective person.

3. HUMAN RESOURCES POLICIES

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3.1 ORGANIZATIONAL STRUCTURE
Our company follows a matrix organizational structure in which the reporting relationships
are set up as a grid, or matrix, rather than in the traditional hierarchy. In other words,
employees have dual reporting relationships - generally to both a functional manager and a
project manager. Below are a few advantages of this structure:

Resources can be used efficiently since experts and equipment can be shared across
projects

Information flows both across and up through the organization

Employees interact with more people, which improves information, speeds up the decision
process, and increases exposure and learning of the employee

4. WORKPLACE EXPECTATIONS AND

GUIDELINES
4.1 CODE OF CONDUCT
The Company is committed to conducting its business with highest standards of
compliance and ethical conduct. Employees are requested to maintain discipline at work.
All employees are expected to behave in a professional manner. Disciplinary action, where
necessary, is taken speedily and in a fair, uniform, and consistent manner.

In case of misconduct, misbehavior or severe disrespect to the management, the

management team has full right to relieve the employee effective immediately if the
employee is under the probationary period.

In case the employee has passed the probationary period, and indulges in similar
misconduct, the employee will formally receive a warning letter from the management/HR
team. Maximum two warning letters will be issued to an employee under the period of a
year. In case of continuous misconduct, the management can issue termination letters after
issuance of two warning letters.

4.2 ANTI-BRIBERY & ANTI-CORRUPTION POLICY

The objective of this Policy is to ensure that appropriate anti-corruption and bribery
procedures are in place across Group’s operations to avoid any violations of applicable laws
and regulations.

The key objectives of this Policy are to prevent bribery related risk exposures by
implementing processes, training and awareness activities that ensure: Compliance with
applicable anti-bribery laws;

Creating awareness about Company’s emphasis on ethical business practices and its zero-
tolerance approach towards conduct that is in breach of this Policy;

Effective Implementation of Anti-Bribery Management System by incident reporting,

investigation and Compliance.

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4.3 FRAUD PREVENTION POLICY
The Company is committed to zero tolerance towards fraud and maintains high legal,
ethical and moral standards. All employees of the Company are expected to follow the
same. The Company has a zero-tolerance attitude towards fraud and will uphold all
applicable laws relevant to countering fraud in all jurisdictions in which it operates. This
Fraud Prevention Policy (“Policy ”) has been adopted with an aim to reduce the risk of fraud
through a combination of prevention, deterrence and detection measures.

4.4 WORK TIMINGS

Regular office working hours are Monday through Friday from 10 am to 7 pm. However, for
employees working in technical support or business development roles, it is expected that
their regular work hours may be in a shift of 9 hours a day.

It is expected that you are available for any customer meetings/engagements as and when
necessary. In the event of travel, accommodation and travel may be provided as per
company policy.

4.5 LATE COMING & EARLY LEAVING

A grace period of 30 Minutes would be allowed 2 times after 10:00 AM, from the 3rd time
onwards half-day absence will be marked.

Employees are allowed to take 2 early leaves per month (only 1 hour early leaving).

If it exceeds more than 2 times then it would be considered as half- day leave.

4.6 PROFESSIONAL APPEARANCE

Business Formals and Decent Casuals are allowed.

Please follow the smart casual dressing informal guide issued by HR

You can also view the guide in printed format from the HR team

4.7 DOOR ENTRY

It is mandatory to log in and log out whenever you go outside.

4.8 PROBATION PERIOD

You will be on probation for a period of six (6) months from the date of joining. The
company may in its sole discretion extend your probation period based on your
performance or other factors as the Company may deem fit. During this period of
probation, your services may be terminated upon two weeks’ notice or pay in lieu thereof
by the Company, at its sole discretion, without assigning any reason.

4.9 MISUSE OF COMPANY ASSETS

Employees are not supposed to use any social media (eg: Facebook) or BitTorrent during
working hours unless it is approved by the immediate supervisor or management for official
purposes.

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You are accountable for all the assets/services allocated to you so handle it with care. You
are responsible to pay in case of lost or broken property.

Strict action will be taken in case of disclosure of confidential information and failure to
protect intellectual property of Advait Infratech.

4.10 KEEPING WORK SPACE CLEAN

Keep your workstations neat, orderly and clean

Keep your laptop bags under the table and lunch bags in the designated lunch area

Help keep the overall premises clean by not littering in and around office premises

4.11 RETURN OF PROPERTY

Employees are responsible for all company property, materials, or written information
issued to them or in their possession or control. Employees must return all company
property at the time of relieving or termination of employment.

Company property is not to be taken home without permission from management.

Strict action will be taken in case of loss of property or failure to return property.

4.13 SMOKING AND ALCOHOL / DRUG ABUSE

In response to the preference of our staff and with regard to health concerns, our office
premises are designated as Non-smoking areas. Alcohol or other illegal drugs are strictly
prohibited in our office premises. We seek your cooperation in refraining from smoking in
any of our offices.

4.14 CONVERSATIONS ON FLOOR

We want to ensure that we always have a good culture in the company. Hence employees
should wisely choose the topics to discuss and in the right manner so our team makes
maximum utilization of office hours. HR may monitor the conversations happening on the
floor to ensure the whole team works with the same spirit towards achieving company
goals. The team should understand that we have to maintain the decorum of the company
and hence we should always constructively discuss matters which will infuse positivity and
motivation in the team. We should avoid fighting, using foul language, abusive words,
gossiping, relaxing for a long time which would be considered as misuse of time allocated,
and after 2 warnings by the HR the individual may suffer disciplinary actions like
compensating the amount of loss and up to termination.

We should understand and respect the management decisions and should not discuss the
sensitive issues which are been told by management not to discuss such as:

Something which forms a negative feeling for the management or anyone in the company

Salaries or performance reviews

Personal issues that may hurt any employee

All employees should respect their colleagues, seniors, and be supportive of each other.
The team should always maintain a positive attitude towards all the clients and should not

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make any comments while serving them irrespective of the client been with us or not. The
team should maintain transparency with everyone in the whole team and criticize
constructively if needed, but at any given cost backbiting for anyone would not be
entertained in the company.

5. LEAVE POLICY
5.1. MATERNITY LEAVE POLICY
Objective:

● The Maternity Leave policy intends to regulate the employment of women in the
organization for a certain period before and after childbirth as per the Maternity
Benefit Act 1961 & Maternity Benefit Act (Amendment) 2017
● Provide maternity benefit to the female employees of the organization
● Applicability: Female employees who are part of Advait Infratech Limited
● Eligibility criteria: A female employee is entitled to receive maternity benefits if she
has worked with the employer for at least 80 days in the past 12 months
immediately preceding the date of the expected delivery.
● Eligibility of benefit is restricted up to two surviving children only.
● The maximum period entitled to maternity benefit by a woman having more than
two surviving children shall be twelve weeks of which not more than six weeks shall
precede the date of her expected delivery.

Regulation:

1. The applicant should inform about her pregnancy to the HR department minimum of two
months in advance before proceeding on maternity leave

2. The application should be supported by a medical certificate confirming the pregnancy

and expected date of childbirth

3. The maximum period for which any woman shall be entitled to maternity benefit shall be
26 weeks, of which not more than eight weeks shall precede the date of her expected
delivery.

4. Any approved leave taken additional to the Maternity leave benefit will be ALWP
(Approved Leave without Payment).

5. Any earned /accrued leave cannot be merged with Maternity Leaves. An employee will
be entitled to encashment of those leaves which they have accrued before starting of
maternity leave

6. Leave balance will freeze from the maternity leave's start month (i.e. she will not get AL
for that particular month) and it will be reactivated after rejoining.

7. Unavailed Maternity Leave is non-cashable or cannot be carried forward to the next

maternity leave

8. The weekly offs and holidays falling during this period will be part of the leaves availed.

● Leave Procedure:

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1. The leave application for availing “Maternity Leave” shall be produced a minimum of
eight weeks in advance of the Maternity leave start date

2. While applying for the Maternity Leave, an employee has to submit a medical certificate,
mentioning the expected date of delivery

3. The leave extension after availing maternity leave shall be submitted a minimum of four
weeks in advance. The sanctioning of leave under this clause is at the sole discretion of the
sanctioning authority of the Company and should not be perceived as a right for
entitlement.

● Leaves for Miscarriage:

In case of miscarriage, an employee shall, on the production of such proof as may be

prescribed, be entitled to leave with a paid salary at the rate of maternity benefit for a
period of six weeks immediately following the day of her miscarriage.

● Payment of Maternity Benefit:

1. The employee will be paid salary for the period stipulated in the Regulations above

2. The maternity benefit amount (salary) for the stipulated period will be deposited in their
salary account on a monthly basis

● Resignations post Maternity Benefit:

If an employee resigns after availing the Maternity leave with salary benefit on medical
grounds. In such cases, the same reason will be mentioned in the relieving letter.

● Note:

When an employee is on Maternity leave, she will also not engage herself directly or
indirectly in any other profitable business connected with the dealings of the Company in
any way or render any professional services. If the same is not followed then the company
owns the right to take strict action against it.

5.2. PATERNITY LEAVE POLICY

● Objective: The Paternity Leave policy intends to provide paternity benefits to the
male employees of the organization.
● Eligibility criteria: Any male employee who is a part of Advait Infratech Limited.
● Regulations:
1. The maximum period for which any male employee is entitled to paternity benefit
shall be 5 days and these leaves should be taken within 6 months from the date of
delivery.
2. Any unavailed Paternity Leaves cannot be utilized as annual leave.
3. Unavailed Paternity Leave is non-cashable or cannot be carried forward to the next
Paternity leave. (i.e. it will lapse after 6 months of childbirth).

● Leaves for Miscarriage:

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For the purpose of imparting effective support to his wife towards her mental and physical
recovery, an employee shall be entitled to leave with a paid salary under the head of
Paternity benefit which shall be of 5 days (as mentioned in the regulations) in case of
miscarriage.

● Leave Procedure:

Employees have to apply through email to HR and the Direct Manager.

Employees should apply for the leave at least 1 week prior to the expected date of delivery.

5.3. LEGAL COMMITMENT

Employees will be required to make the following commitments to the organization in
writing: Any employee joining Advait will be required to sign a non-disclosure agreement
on the day of joining which shall apply till a period of 3 years from leaving the company

5.4. WORK FROM HOME POLICY

Work from home is generally not encouraged unless the employee has unavoidable
circumstances that prevent him/her from coming to work and yet there is a business need
for the employee to work. Prior approval from HR or immediate supervisor is required if the
employee plans to work from home.

Outside of regular working hours, if the employee is required to attend a client meeting or
if there is a critical work deadline, the employee may work from home after discussing it
with his/her immediate supervisor.

5.5. EMPLOYEE AGREEMENT

During employment with Advait, the Employee shall devote his whole time and attention to
the business of the Company and shall not engage in any other business (part-time or
full-time) or have any interest in any other business of a similar nature. If there is an
engagement that has been going on prior to joining Advait, then the employee is
mandated to disclose his/her affiliations and interests. Disregarding or failing to comply with
this standard of business ethics and conduct could lead to disciplinary action, up to and
including possible termination of employment.

5.6. REWARDS & RECOGNITION

At Advait, we believe in building a meritocracy-based culture and therefore we recognize
key individuals for their contributions.

5.7. TRAVEL POLICY

● Objective: To provide the best way of travel, on boarding facilities and stay, keeping
in mind their comfort and safety.
● Scope: This policy is applicable to all the employees of Advait Infratech Limited.
● Reimbursement expenses:

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All employees are expected to act responsibly and professionally when incurring and
submitting costs. The company will reimburse employees for reasonable expenses on
pre-approved business Travel.

Following guidelines must be followed while incurring expenses:

Expense Category Rule Approved Amount

Food Allowance Approval on receipt submission Upto Rs. 1,000 pp per day

Local Conveyance Approval on receipt submission Up to Rs. 500 pp per day

Airport/Train Transfers Approval on receipt submission As per receipt

Travel Through Train/ Flight (TO & To be Booked by Manager Upto Rs. 10,000/- per
FRO) person
Lodging Allowance To be Provided by Organization Upto Rs. 5000/- per night

General Guideline:
● Travel bookings will be done by the Line Manager, in case of immediate requirement
if the employee books the mode of travel themselves then the company will
reimburse the cost as per their expense on submission of the receipt and if it gets
exceeded, the additional cost will be borne by the employee .
● If the travel location does not have lodging facilities, travel desk will arrange the
hotel booking for the employee.
● Exceptions in lodging facilities can be permitted in emergencies / exception
circumstances which should be supported by sufficient receipt, in that case, the
lodging allowance should not be exceeded then the given allowance bracket.
● Exceptions in reimbursement of expenses can be provided subject to employee
provide valid reason for additional expenses with duly approve by functional head.
● In case booking is done by an Employee then the Employee needs to take care that
in all cases a GST number must be added based on the location he is booking.
● All reimbursements will be approved based on the actual receipt submission and
cannot exceed the given allowance bracket.
● Please note that all flights, accommodations and travel insurance must be booked
with the help of a travel desk directly unless an explicit approval is provided by the
line manager or management to do so.
● In order to claim reimbursement against the daily allowance, it is imperative to
provide physical copies of the bills for at least 50% of the amount provided through
the course of the trip. The remainder 50% can be provided through filling up details
in the voucher. In any other scenario, the amount reimbursed will be qualified as
regular income under the Indian Income Tax guidelines.

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Other Expenses (Applicable from 1st July 2022)

Expense Category Rule Approved Amount

Meals: Lunch (local) Manager / HR Approval Rs. 400 pp inclusive of GST
Meals: Dinner (local) Manager / HR Approval Rs. 450 pp inclusive of GST
Meals: Snacks (local) Manager / HR Approval Rs. 75 pp
Taxi (local) Manager / HR Approval N/A
Airline / Train / Travel fares Booked via HR N/A
Travel Insurance (International Travel) Booked via HR N/A

The policy will be reviewed as and when required or under special circumstances

5.8. APPRAISAL PROCESS

Appraisal evaluation takes place twice a year.

First valuation (Probation): After successful completion of the probation period, the
employee will receive feedback from the respective DM. Second performance valuation
(PA2) 2: After completion of 1 year, the employee will receive feedback and rating from the
respective DM, compensation revision is applicable.

Note: For the first year of your joining, the employee will be entitled to probation
evaluation and PA2, from the following year employee, will be entitled toPA1 and PA2 cycle.

Scenario 1: Employee joining between Jan to June will fall under April PA2 and Oct PA1
cycle. Scenario 2: Employees joining between July to Dec will fall under October PA2 and
April PA1 cycle.

Evaluation process:

1) Goal setting (Within 2 months from the joining date)

2) Self Evaluation (end of the first week of respective month)

3) Peer Feedback (Within the second week of the respective month)

4) DM Feedback and Rating (Within the second week of the respective month)

5.9. INCREMENT IN SALARY/GRADE

Salary/grade will be revised annually in April cycle depending on the date of joining.
Employees must have completed their probation period to be eligible for salary/grade
review. This review will be based on company policy on the basis of the performance
management norms of the Company and your performance in a given assessment period
and on such effective date as applicable to employees in your category.

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5.10. EXIT POLICY
In case of leaving the organization voluntarily or involuntarily, the organization will decide
the duration of a Notice period of the respective employee. The maximum duration of the
period will be 2 Months. While leaving the organization, employees will be asked to sign
the Non-Solicitation Agreement.

5.11. PREVENTION OF SEXUAL HARASSMENT

The Company is committed to providing equal employment opportunities and strives at
creating a healthy work environment that enables Employees to work without fear of
prejudice, gender bias and Sexual Harassment.

The Company has put in place, a policy for Prevention, Prohibition and Redressal of Sexual
Harassment at Workplace (“Policy”) to address any cases of Sexual Harassment, in the
interest of ensuring gender equality and the right to work with dignity, which are both
recognized as basic human rights. Sexual harassment is a grave offence and is, therefore,
punishable. The Company has ensured that the Policy is extended to all the Employees of
the Company by making it gender neutral.

Sexual harassment includes such unwelcome sexually determined behavior (whether direct
or by implication) as :

a. physical contact and sexual advances ;

b. a demand or request for sexual favours ;

c. suggesting pornography ; and

d. any other unwelcome physical, verbal or non-verbal conduct of a sexual nature.

Should any of these acts be committed in circumstances where the victim has a reasonable
apprehension that in relation to her employment or work such conduct can be humiliating
and/or may constitute a health or safety problem for her, such acts will prima facie
constitute “sexual harassment”. Likewise, when the women has reasonable grounds to
believe that her objections to such actions would disadvantage her in connection with her
employment or work, including recruitment or promotion or will create a hostile work
environment or that adverse consequences might be visited, if the victim does not consent
to the conduct in question or raises any objection, such conduct will also be treated as one
of “sexual harassment”.

The policy has been framed in accordance with the provisions of “The Sexual Harassment of
Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013” and rules framed
thereunder (hereinafter referred as the “Act”). Accordingly, while the policy covers all the
key aspects of the Act, for any further clarification reference shall always be made to the Act
and the provisions of the Act shall prevail. If any aspect relating to sexual harassment not
explicitly covered in this policy is provided for by the law, then the law will be applicable. In
case of any conflict between the policy and the law, the law will prevail.

REDRESSAL MACHINERY:

In the case of a woman employee who is an Officer or member of the Staff having a
grievance, it is recommended that she sends her complaint in writing in a sealed envelope
to the Head of Human Resource who would investigate the complaint himself and submit a

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report to the Managing Director or a person authorized by him. It will be tried so as to sort
it out by counseling both the parties adopting such other measures as may be necessary to
prevent an unpleasant situation for the aggrieved woman officer/staff member. However, if
the grievance continues to persist appropriate disciplinary measures would be adopted
against such member of the staff.

A notice regarding the above policy as per below format will be displayed by each unit/
office where lady employees are working

Our Internal Complaints Committee constituted to handle instances reported/ to be

reported relating to the Sexual Harassment comprise as follows:

No Name of Designation Contact Details Email ID

Member

Aggrieved Employees can file a written complaint to the above-mentioned committee as

per the process detailed in the Company Policy.

5.12. ENVIRONMENT POLICY

Being a responsible corporate citizen, our Company is committed conducts its business in
an environmentally responsible manner. We endeavor to adopt relevant practices that
reduce our environmental footprint while promoting an environmentally responsible culture
with Employees (whether permanent, fixed-term or temporary) and other stakeholders. We
are committed to the prevention of pollution and protection of our natural resources
through, but not limited to, compliance with applicable environmental legislation and
regulations, waste reduction and other established programs in which we participate.

We strive for continual improvement of our business processes and activities. Environmental
objectives are established and monitored using targets that measure our progress toward
minimizing potential significant environmental impacts. Protecting the environment is a
priority at our Company. Our approach to protecting the environment is to set long-term
goals to address the environmentally significant impacts from business operations.

We are committed to:

Deal proactively with climate change issue by efficient use of natural resources & energy;
reducing and preventing pollution;

Operate our business in a manner that reduces our impacts on the environment, prevents
pollution, and protects the environment and resources; Identify, assess and manage our
environment impact;

Maintain full compliance with applicable environmental laws, regulations and other
obligations;

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Conduct our operations with preventive approach and industry best practises to avoid
continual improvement and communicate environmental performance to the stakeholders;

Conserve natural resources by their responsible and efficient use in our business operations;
Take appropriate measures to prevent environmental incidences;

Enhance awareness, skill and competence of our Employees so as to demonstrate their

involvement, responsibility and accountability for sound environmental performance;

Promote tree plantation, green surrounding and protect biodiversity at our premises to be
in harmony with nature;

Ensure appropriate training and awareness on environmental systems, procedures, best

practises and on shared responsibility towards environmental protection among Employees
and other stakeholders;

We shall ensure the availability of appropriate resources at all times to fully implement and
communicate this policy to all stakeholders by suitable means and periodically review its
relevance in a continuously changing business environment.

5.13. VIOLATION OF COMPANY POLICIES

Disregarding or failing to comply with this standard of business ethics and conduct could
lead to disciplinary action, up to and including possible termination of employment.

It is important that all our employees conduct themselves in a professional, mature and
responsible manner. If the behaviour continues to fall below expectations after informal
and/or formal counselling, then termination of an employee may result. The company may
also immediately terminate the employment of an employee without progressive discipline
if it deemed necessary in the judgment of management, including but not limited to the
following:

● Engaging in fraud, theft, or other dishonest practices:

● Records falsification
● Violation of company policies and laws
● Threatening, intimidating, or insubordinate behaviour or physical violence
● Removing or destroying company records or property, releasing confidential or
proprietary information without appropriate approval
● Discrimination and sexual harassment
● Improper use of Company equipment and systems
● Breach of Customer and/or Company confidentiality or rules

5.13.1 MANAGEMENT COMMITTEE AND EMPLOYEE

PARTICIPATION
Management commitment including the involvement of top management and HR will
provide the motivation and resources necessary for a successful initiative. Including all levels
of employees in the process and soliciting employees, feedback allows workers to share
their broad range of experience and skills and to provide different perspectives and
viewpoints to identify workplace violence hazards and mitigate risks.

5.13.2 WORKSITE ANALYSIS

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Conducting a needs assessment to evaluate an organization's vulnerability to violence is a
vital step in preparing a workplace violence prevention plan. This involves an inspection of
the workplace to find existing or potential hazards that may lead to incidents of workplace
violence, including an analysis of the physical environment and hazards specific to particular
jobs, departments, shifts, etc

5.13.3 SAFETY AND HEALTH TRAINING

Training should be provided at all levels of the organization upon hire and at least annually
thereafter. Suggested topics include an overview of the workplace violence prevention plan,
including identified hazards and control measures; risk factors for particular occupations;
ways to prevent or diffuse volatile situations; the location and use of safety devices such as
alarm systems and panic buttons; and other topics identified by the employer as
appropriate to the particular workplace.

5.14.4 RECORDKEEPING AND PROGRAM EVALUATION

Maintenance of records is required, including required logs of work-related injuries and
illnesses, workers' compensation records, training records, safety committee minutes, and
the identification and correction of recognized hazards.

5.15. DO’S & DON’TS

“A clear Transparency at workplace results in Trust and deep sense of security”

Do’s Dont’s
Create a vision Business Excessive absenteeism or any absence
without notice
Etiquette Teamwork and collaboration Negative about anything
Transparency between colleagues and Discussing salary or performance appraisals
managers/HR with other colleagues
Punctuality Theft of data or possession of the property
LinkedIn profile Fighting or threatening violence in the
workplace
Do Smile, Laugh, and have fun Resignations are confidential. Do not
disclose unless it comes from HR
Gossips / Comments on personal life

5.16. SUGGESTIONS
As employees of Advait Infratech Limited, you have the opportunity to contribute to our
future success and growth by submitting suggestions for practical work- improvement or
ideas that boost productivity.

All employees are encouraged to participate in the suggestion program.

A suggestion is an idea that will benefit our company by solving a problem, reducing costs,
improving operations or procedures, enhancing customer service, eliminating waste or
spoilage, or making Advait a better or safer place to work. Statements of problems without

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accompanying solutions, or recommendations concerning co-workers and management are
not appropriate suggestions.

All suggestions should contain a description of the problem or condition to be improved, a

detailed explanation of the solution or improvement, and the reasons why it should be
implemented. If you have questions or need advice about your idea, contact your Manager
or HR for help.

Submit suggestions to the Manager or HR, after review, they will be forwarded to the
Directors. As soon as possible, you will be notified of the adoption or rejection of your
suggestion.

Special recognition may be given to employees who submit a suggestion that is

implemented.

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IF YOU HAVE ANY COMMENTS OR SUGGESTIONS REGARDING
THE CONTENT OF THE EMPLOYEE HANDBOOK, PLEASE DIRECT
THEM TO THE HR DEPARTMENT.

WISHING YOU A LONG AND REWARDING CAREER AT ADVAIT

INFRATECH LIMITED!

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