DocuSign Envelope ID: 5F09061E-1167-4264-87C4-D6820326928F

DATED

15 September 2022

OFFER OF EMPLOYMENT

between

APPLIED AI CORPORATION LIMITED (ADGM)

and

SANJAY KUMAR SINGH

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This offer is made on September 15, 2022

BETWEEN:

(1) APPLIED AI CORPORATION LIMITED (ADGM), a private company limited by shares established
under the laws of the Abu Dhabi Global Market, with company registration number 000007424 and with
its registered office at 2404 ResCo-work06, Level 24, Al Sila Tower, Abu Dhabi Global Market, Al
Maryah Island, Abu Dhabi, UAE (the “Company”);

AND

(2) Sanjay Kumar Singh with principal address being Flat 304, Shaikh Rouda Building No. 112, Bin Zayed
Khalifa Street, Al Ain, United Arab Emirates (the “Employee”).

(hereinafter collectively referred to as the “Parties” or individually as “Party”)

WHEREAS:

(A) The Company wishes to offer the Employee employment with the Company on the following terms and conditions.

(B) This job offer sets out the supplemental terms which shall apply during the Employee’s employment with the Company
and should be read in conjunction with the Standard Terms and Conditions of Employment (the “Terms”) annexed
hereto (collectively, the “Contract”).

1. Job Title, In accordance with this Contract, the Employee will be employed in the
Description and position of ML Analyst – Team Leader. The title reflected on your
Responsibilities employment visa may differ slightly, in accordance with the titles available
at the Ministry of Labour.

Working in a team of data and machine learning analysts (“ML Analysts”),

conducting machine learning training. Employee’s responsibilities will
include, but not be limited to:

- Aiding in recruitment of data and machine learning analysts,

- Active, GDPR and HIPAA compliant analysis of confidential medical
records, in line with the requirements of the business,
- aiding the artificial intelligence tool by correcting document
boundary, document type, date of service and other criteria that are
deemed to be necessary and in accordance with client and business
requirements
- Managing and training the ML analysts and reporting on team’s
accuracy and other performance metrics,
- Providing feedback to improve product utility and user-friendliness.

2. Reporting to The Employee will report to the Company’s Chief of Staff, Kris Karcher, or
such other person as may be delegated by the Company from time to time.

3. Joining Date The Employee’s employment is effective October 1, 2022.

4. Transfer of The Company intends to incorporate a subsidiary in Abu Dhabi, which shall be
Employment the Employee’s go-forward employing entity (the “Onshore Subsidiary”).
The Employee hereby consents and agrees to the Company novating its rights
and obligations under this Contract to the Onshore Subsidiary immediately
upon written notice to the Employee.
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5. Remuneration The Employee shall be paid a total of AED 72,000 (per annum) broken down
into the following monthly amounts of AED 6,000:

AED 3,000 Basic salary

AED 1,000 Housing allowance

AED 2,000 Travel/Transportation allowance

The Remuneration shall be paid on a monthly basis in arrears.

Housing and travel allowances will be excluded from any calculation

pertaining to end of service gratuity entitlements.

6. Working Hours The Employee will work 40 hours per week, from Monday to Friday. The
and Place of Employee is required to be flexible in their work activities and to carry out any
Work duties reasonably required of him. The Company reserves the right to alter
established working hours to meet business contingencies and from time to
time, where the Company considers it necessary, the Employee may be
required to work outside or beyond normal office hours or on weekends or
holidays. The Employee is required to work with our US based team and will
be required to adjust their working hours to provide sufficient overlap of
timings to exchange information. The Employee acknowledges and agrees that
they will not be entitled to any overtime pay for any additional hours worked
in excess of their normal working hours. If the nature of the work requires the
Employee to work beyond the normal working hours, then he will be entitled
to a pay equal to normal working hours' remuneration (which is based on basic
salary) plus 25 per cent of that pay. It could increase to 50 per cent if overtime
is done between 11 pm and 4 am.

The Employee will work at the Company’s usual place of business or at such
other location as is notified to the Employee from time to time. In the
performance of the Employee’s duties, they may be required to travel
throughout the UAE.

7. End of Service Where applicable, an end of service gratuity will be paid in accordance with
Gratuity the Article 51 of the UAE Labour Law, as amended or restated from time to
time (“UAE Labour Law”).

8. Medical During the Employee’s employment, they (in addition to their spouse and
Insurance children, if applicable) shall be entitled to medical insurance under the
Company’s private group medical insurance plan in effect and as may be
amended from time to time. The agreed medical insurance plan is the Daman
Enhanced Silver Plan.

9. Annual Leave The Employee shall be entitled to 30 calendar days’ leave per year of service
to be calculated on a pro-rated basis where the Employee commences/leaves
employment part way through the annual leave year. The annual leave year
runs from 1 January to 31 December of each year.
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10. Duration, Notice This Contract will be effective from October 1, 2022 and will continue for an
and Termination unlimited period or until terminated by either Party in accordance with Clause
10 (Termination) of the Terms.

11. Standard Terms The Terms (at Schedule A) are incorporated by reference into this Offer.
and Conditions of
Employment

12. Expenses Work related fuel expenses will be reimbursed against provision of receipts and
mileage confirmation.

13. Equipment A company issued desktop with screen, keyboard and mouse will be provided,
with its use to be in accordance with the terms and conditions set out in
Schedule B – Company Equipment Usage Policy.
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IN WITNESS WHEREOF the Parties have caused this Offer to be executed as of the date written above.

Signed for and on behalf of the Company

________________________________
APPLIED AI CORPORATION LIMITED (ADGM)
Name: Arya Bolurfrushan
Title: Chief Executive Officer
9/15/2022

I have read, understand and agree to the terms of the Offer as set out above.

________________________________
Sanjay Kumar Singh
9/15/2022
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SCHEDULE A
STANDARD TERMS AND CONDITIONS OF EMPLOYMENT

1. TERMS OF EMPLOYMENT

1.1. This Contract and any aspect of the employment relationship not otherwise dealt with herein shall be
governed by and construed in accordance with the UAE Labour Law as amended from time to time.

2. EMPLOYEE DUTIES

2.1. The Employee shall during the term of this Contract serve the Company to the best of their ability in the
position stated above or any other capacity as may be determined by the Company.

2.2. For the term of this Contract, the Employee acknowledges that they shall be employed solely by the
Company, unless the Company consents to other employment.

2.3. The Employee shall faithfully and diligently perform such duties and exercise such powers consistent with
them as the Company may from time to time properly assign to or confer upon the Employee, which duties
will include, without limitation, managing, overseeing, and formulating strategy in respect of the ML Analyst
team.

2.4. The Employee shall at all times and in all respects comply with the lawful rules and codes of conduct,
statements of principles, regulatory rules, or supplemental contractual provisions, applicable to the Group or
the Employee from time to time.

2.5. The Employee agrees and undertakes that they:

2.5.1. will not verbally or in writing or under any form whatsoever cause or attempt to cause, whether
directly or indirectly, any harm or disparagement to the reputation of the Company or any company,
partnership or other entity controlled by, or controlling, or under common control with the Company
or its parent (“Associated Companies” and together with the Company, the “Group”);

2.5.2. will not without the prior written consent of the Company either directly or indirectly publish any
opinion, fact or material or deliver any interview, lecture or address or participate in the making of
any film, radio broadcast or television transmission or communicate with any representative of the
media or any third party, relating to the business or affairs of the Company or any Associated
Company or to any of its or their officers, employees, customers/clients, suppliers, distributors,
agents or shareholders.

2.6. The Employee warrants that by entering into this Contract they will not be in breach of any express or implied
terms of any contract or of any obligation binding upon the Employee.

3. RESIDENCE VISAS AND BACKGROUND CHECKS

3.1. This Contract is conditional on the satisfaction of the following conditions and, if it begins before all or any
of those conditions are satisfied, it may be terminated without notice if they are not satisfied within such
reasonable time thereafter as the Company may at its discretion determine:

3.1.1. the Company obtaining references satisfactory to it;

3.1.2. the Employee being medically fit to work and reside in the UAE;
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3.1.3. the Employee passing any necessary background checks to the reasonable satisfaction of the
Company; and

3.1.4. the Employee being permitted by the competent authorities to work for the Company in the UAE
and obtaining a valid Emirates ID card, valid work permit and residence visa.

3.2. This Contract is expressly dependent upon the Employee being medically fit to reside and work in the Emirate
of Abu Dhabi and the UAE and upon the same being, and continuing to be permitted by the competent
authorities in the Emirate of Abu Dhabi and UAE (the “Authorities”) and upon the Employee holding and
continuing to hold a valid Emirates ID card, residence visa and work permit, as applicable, and any other
requisite consents, approvals and authorisations from the Authorities and the Employee complying with all
other requirements (if any) of the Authorities arising out of the Employee’s employment with the Company
and otherwise.

3.3. The Company, to the extent the Employee is not otherwise sponsored, will take all reasonable steps required
in order to obtain a residence visa and work permit for the Employee and, to the extent the Employee’s
immediate family is not otherwise sponsored, will assist with the application for residence visas for the
Employee’s immediate family.

3.4. The Employee agrees to provide the Company promptly with such documents, information, and assistance
as it may require in obtaining or in any way dealing with the Employee’s residence visa and work permit
and, if applicable, the residence visas for the Employee’s immediate family.

3.5. The Employee agrees that during their employment they shall not, except as a representative of the Company
or with written consent from the Company, be directly or indirectly engaged, concerned or have any financial
interest in any capacity in any other business (including any family business) other than non-substantial
interests in non-competitive public companies and investments held by retirement funds in the normal course.

4. HOURS OF WORK

4.1. The Employee’s working hours may be increased as the Company may from time to time deem necessary
and to the extent permitted by law.

4.2. During the holy month of Ramadan, working hours shall be reduced in accordance with the UAE Labour
Law.

5. LEAVE ENTITLEMENT

5.1. The Employee will be entitled to public holidays as announced by the Government of Abu Dhabi for the
private sector with full remuneration.

5.2. All holiday dates must normally be scheduled at least 4 weeks in advance.

5.3. The Employee will not normally be permitted to take more than 7 consecutive working days' holiday at any
one time. Should the Employee wish to take more than 7 days' holiday on one occasion, they must first
obtain written permission from the Chief of Staff.

5.4. Holiday dates must be taken at times convenient to the Company and must be approved in advance by the
Chief of Staff of the Company. Holiday dates will be allocated on a first come first served basis and the
Company reserves the right to refuse to grant a request for holiday at times inconvenient to the business.
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5.5. The Employee may carry forward a maximum of 5 days of unused leave entitlement in a holiday year to the
subsequent holiday year for a maximum period of 12 months after which the unused leave shall expire.

5.6. Upon termination of employment, if the Employee has taken more annual leave days than their accrued
entitlement, the Company will be entitled to make an appropriate deduction in lieu from the Employee’s end
of service gratuity. Leave must be taken at times to be agreed with Employee’s manager. If the Employee
has taken less than their entitlement then the Company reserves the right to require the Employee to take
leave during any notice period or garden leave, alternatively a payment in lieu of untaken leave may be made.

6. SICK LEAVE

6.1. Sick leave is available in accordance with the UAE Labour Law which currently provides for a maximum
annual sick leave entitlement of not more than 90 days per year, only after the end of probationary period.
The 90 days’ sick leave can be continuous or intermittent, and the salary is paid as follows:

- full pay for the first 15 days

- half pay for the next 30 days
- no pay for the rest 45 days.

6.2. If the Employee is unable to attend work due to sickness or injury they must:

6.2.1. inform the Chief of Staff as soon as possible on the first morning of their absence and if absent for
more than one day, keep the Chief of Staff regularly informed of the expected duration of their
absence, and in any event, notify the Chief of Staff at least once every 7 days during a period of
absence that the Employee is unable to fulfil the duties reasonably expected in the Employee’s
position because of the Employee’s sickness; and

6.2.2. at the request of the Company, provide the Company with a medical certificate from a qualified and
licensed UAE medical practitioner approved by the Company for periods of sickness absence of
longer than two days;

6.3. The Company shall pay the Employee sick pay at the Employee’s normal rate, in accordance with clause 6.1;

6.4. Notwithstanding clause 6.3, the Company is entitled to withhold sick pay if the notice requirements set out
in clause 6.2 are not adhered to by the Employee;

6.5. Notwithstanding any other provisions of this Contract, in the event the Employee is absent from work for
more than an aggregate of 90 sick days in any twelve-month period, the Company may terminate the
Employee’s service immediately with written notice, even if the Employee would or might forfeit any
entitlement to benefit from private medical insurance.

7. COMPANY PROPERTY

7.1. Any documents in hard copy or in other form and any equipment, discs, keys, security passes, credit cards,
software, tapes, or other materials, that the Employee may receive or use while performing their duties during
the term of their employment (collectively referred to as “Property”) shall remain the property of the
Company and shall be returned by the Employee upon the Company’s request.

7.2. On termination of employment, the Employee will return to the Company all Property belonging to the
Company or its Associated Companies in the Employee’s possession or control.
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7.3. The Employee shall not make copies of any such materials or Property for personal use or advantage.

8. CONFIDENTIALITY

8.1. The Employee shall not at any time (either during or after the termination of their employment) disclose or
communicate to any person or use for their own benefit or the benefit of any person any confidential
information concerning the business dealings, affairs or conduct of the Company, its staff or business partners
or any similar matters which may come to the Employee’s knowledge or possession during the term of the
Employee’s employment.

8.2. The Employee hereby irrevocably agrees that during the course of their employment, and for an indefinite
period thereafter, they shall not, other than in the course of fulfilling their obligations as an employee or as
required by law, disclose or divulge any information that might be of a confidential or proprietary nature
regarding the Company or any of its Associated Companies (including, in particular, but without limitation,
information relating to the business of the Company, or any of its Associated Companies, or any of their
clients or their affairs and which includes but is not limited to information relating to the Company’s clients
and customers, prospective clients and customers, suppliers, agents or distributors of the Company,
commercial, financial or marketing information, customer lists, technical information and know-how, trade
secrets and intellectual property belonging to the Company or any of its Associated Companies, and
information regarding the business and financial affairs of the Company or any of its Associated Companies),
to any person (natural or legal). Further, the Employee shall not use any confidential or proprietary
information obtained during the course of their employment at any time (whether during the term of their
employment or subsequently) to compete with or otherwise act to the detriment of the Company or any of its
Associated Companies.

9. NOTICE AND TERMINATION

9.1. The Company may terminate this Contract and the Employee’s employment in accordance with the
following:

9.1.1. On 7 days’ notice if the Employee’s period of continuous employment is less than 3 months; and

9.1.2. On 90 days’ notice if the Employee’s period of continuous employment is 3 months or more;

9.1.3. Summarily and without any notice or pay in lieu or any end of service entitlements in circumstances
where, subject to UAE Labour Law, the conduct of the Employee warrants summary termination
and where a reasonable employer would summarily terminate an employee’s employment,
including, but not limited to:

i. wilful misconduct or gross negligence in the performance of Employee’s duties under this
Contract;

ii. refusal to follow the lawful directions of the board of directors of the Company (the “Board”)
or the Chief Executive Officer;

iii. breach of a fiduciary duty owed to the Company or its shareholders;

iv. fraud, embezzlement or other material dishonesty with respect to the Company;

v. violation of applicable laws or regulations governing the Company’s business;

vi. commission, conviction, plea of nolo contendere, guilty plea, or confession to a crime based
upon an act of fraud, embezzlement or dishonesty or other serious crime;
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vii. abuse of any controlled substance or reporting to work under the influence of alcohol or any
controlled substance (other than a controlled substance that Executive is properly taking
under a current prescription);

viii. misappropriation (or attempted misappropriation) of any material assets or business

opportunities of the Company or any of its subsidiaries or affiliates;

ix. a material failure to comply with the Company’s written policies or rules, as they may be in
effect from time to time during the Employee’s employment, including policies and rules
prohibiting discrimination or harassment; or

x. a material breach of this Contract or any other written agreement between the Company or
one of its Associated Companies and the Employee.

9.1.4. Upon agreement between the Company and Employee, to waive any applicable notice period and
in lieu of notice, receive payment of notice pay and end of service entitlements provided for in this
Contract or the UAE Labour Law.

9.2. Should the Employee wish to terminate their employment, the Employee agrees to provide the Company
with not less than 3 months’ written notice.

9.3. On termination of the Employee’s employment, they shall execute all documents necessary in order to cancel
their work permit and residence visa and the residence visas of their immediate family (if applicable),
including documents required by the Authorities and the Company.

9.4. After notice of termination has been given by the Employee or the Company, the Employee agrees to
cooperate with the Company to effect a smooth transition of the Employee’s responsibilities and to ensure
that the Company is aware of all matters being handled by the Employee.

10. DELIVERY UP OF DOCUMENTS AND PROPERTY

10.1. On termination of this Contract for any reason (or earlier if requested) the Employee will:

10.1.1. immediately deliver up to the Company all property (including but not limited to any Company car
and property connected with any car provided under this Contract, hardware, documents and
software, mobile telephone, or similar device, credit cards, keys and security passes) belonging to
the Company in the Employee’s possession or under the Employee’s control. "Documents and
software" include (but are not limited to) correspondence, diaries, address books, databases, files,
reports, minutes, plans, records, documentation or any other medium for storing information. The
Employee’s obligations under this clause include the return of all copies, drafts, reproductions,
notes, extracts or summaries (however stored or made) of all documents and software. The
Company may withhold any monies then owing to the Employee in any respect pending the
Employee providing, if so requested, their written undertaking that they have complied with this
obligation.

10.1.2. provide access (including passwords) to any computer (or other equipment or software) in the
Employee’s possession or under their control which contains information relating to the Company.
The Employee also agrees that the Company is entitled to inspect, copy and/or remove any such
information from any such computer, equipment or software owned by the Employee or under their
control and the Employee agree to allow the Company reasonable access to the same for these
purposes.
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11. POST-TERMINATION RESTRICTIONS

11.1. The Employee will not, whether alone or with others, directly or indirectly for the Employee’s own benefit
or the benefit of any person or organisation, without the prior written consent of the Company, for a period
of twenty-four (24) months after the termination of the Employee’s employment:

11.1.1. solicit or endeavour to entice away from the Company or any Associated Company (as applicable),
the business of any firm, company or other person who at any time during the period of 24 months
prior to the termination of Employee’s employment, was a customer of or in the habit of dealing
with the Company or any Associated Company (as applicable) and with whom Employee dealt to a
material extent or for whom Employee was responsible on behalf of the Company or any Associated
Company (as applicable) during that period with a view to providing services to that customer in
competition with the business of the Company;

11.1.2. offer employment to or otherwise endeavour to entice away from the Company or any Associated
Company (as applicable) any person who, at the date of the termination of Employee’s employment,
was an employee of the Company or any Associated Company; or

11.1.3. interfere with, circumvent, attempt to circumvent, avoid or bypass the Company or any Associated
Company in respect of any actual or potential opportunity relating to the business of such Company
or Associated Company, or obviate or interfere with the relationship of the Company or Associated
Company and its contacts for the purpose of gaining any benefit, whether such benefit is monetary
or otherwise.

11.2. The Employee acknowledges that:

11.2.1. the restrictions set out above are reasonable and necessary for the protection of the legitimate
interests of the Company and/or any Associated Company;

11.2.2. the restrictions shall apply in relation to all clients, counterparties, and contacts in respect of whom
they are expressed to apply notwithstanding that such clients, counterparties and contacts may have
been introduced to the Company or any Associated Company by the Employee (or any person under
their control) before or during their employment with the Company or any Associated Company;
and

11.2.3. any and all of their relationships from time to time with clients of the Company and/or any
Associated Company are the property of the Company and/or its Associated Company.

12. DATA PROTECTION AND MONITORING

The Employee consents to the Company or any Associated Company holding and processing both
electronically and manually, the data (including personal sensitive data and information contained in e-mail
and e-mail attachments) it collects, stores and/or processes, which relates to the Employee for the purposes
of the administration and management of its business. The Employee also agrees to the Company or any
Associated Company forwarding this data to other offices it may have for storage, processing, or
administrative purposes and the Employee consents to the Company or any Associated Company disclosing
their personal data (including sensitive personal data) to third parties where such disclosure is for the
legitimate business purposes of the Company or any Associated Company or is necessary for administrative
(including but not limited to data processing) personnel, management, legal and/or regulatory purposes. The
Employee has the right to access and rectify their data (including personal sensitive data) upon request.

13. NOTICES

13.1. Any notice to be given under this Contract to the Employee may be given to the Employee personally, by
email or delivered to the Employee at their last known place of residence. Any notice to be given to the
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Company should be addressed to the Chief Executive Officer and may be served by leaving it at or sending
it by courier to him/her at the Company’s registered office for the time being.

13.2. Any such notice will be deemed to have been received: if delivered personally, at the time the notice is left
at the address or given to the addressee.

14. GENERAL PROVISIONS

14.1. This Contract contains the full agreement between the Company and the Employee regarding the provisions
and conditions of the employment relationship. It replaces all previous agreements.

14.2. Any amendment to this Contract must be made in writing in order to be legally valid. Each Party declares
having received a copy of this Contract duly signed by both Parties.

14.3. The Employee will remain an employee of the Company and any relevant Associated Company at all times
during the continuation of this employment.

15. GOVERNING LAW

15.1. This Contract shall be governed by the UAE Labour Law, the laws of United Arab Emirates generally and
the laws of the Emirate of Abu Dhabi, applicable in the UAE, and the Abu Dhabi Courts shall have exclusive
jurisdiction over disputes arising out of and/or relating to the employment.

16. MISCELLANEOUS

16.1. The various clauses and sub-clauses in this Contract are severable and if any clause or sub-clause or
identifiable part thereof is held to be invalid or unenforceable by any court of competent jurisdiction, then
such invalidity or unenforceability shall not affect the validity or enforceability of the remaining clauses or
sub-clauses or identifiable parts thereof in this Contract.

16.2. Any word in this Contract which denotes the singular shall where the context permits include the plural and
vice versa and references to the male gender shall also include the female gender unless the context otherwise
requires.

16.3. This Agreement may be executed in multiple counterparts with the same effect as if the Parties had signed
the same document. All counterparts must be construed together and constitute one agreement. A signed
counterpart of this Agreement delivered in portable document format by electronic means is deemed to have
the same effect as an original.
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SCHEDULE B
COMPANY ISSUED EQUIPMENT USAGE POLICY

This Policy and the procedures herein affect all employees who use company equipment for official purposes.
Employees are also advised that in addition to the terms and conditions of company equipment usage as reflected in
this Policy, employees shall also have to adhere to any terms of their respective employment agreement which mandate
or restrict any action in this regard.

An employee using company issued equipments is responsible for the security of that equipment, regardless of whether
the company issued equipment is used in the office, at one's place of residence, or in any other location such as a hotel,
conference room or while travelling. This Policy contains certain guidelines and restrictions on the usage of the
equipment that are required to be strictly adhered to by all employees while using these equipments

A. Intended Use of Company issued equipment.

Company issued equipment shall be the property of the Company at all times and the employee will not have any right
or interest in the said asset except using such asset during the employment or for such duration as may be decided by
the Company. Employee must ensure that the asset is being used only for official purposes and in the course of the
rightful discharge of their duties and not for generating, transmitting, corresponding any content that is contrary to
Company policies. This may lead to the employee being subject to disciplinary or any other appropriate action as per
Company policies.

B. Company issued equipment Security Controls

All company issued equipment acquired for employees on behalf of the Company shall be deemed to be Company
property. Each employee issued with such assets shall be responsible for the security of that company issued
equipment, regardless of whether the equipment is used in the office, at the employee’s place of residence, or in any
other location such as a hotel, conference room, car or airport. Employee shall ensure security of the equipment in
each of the following domains as per the stated guidelines. Company issued equipments must compulsorily be
protected by a username and password, where applicable.

C. Physical Security & Theft Prevention

To ensure physical security of company issued equipment and data therein, all employees are required to undertake
the following actions:

1. The physical security of Company provided company issued equipment is the employee’s personal
responsibility. He/she is therefore required to take all reasonable precautions, be sensible and stay alert to
the risks.

2. Keep your company issued equipment in your possession and within sight whenever possible, just as if it
were your wallet, handbag or mobile phone. Be extra careful in public places such as airports, railway
stations or restaurants. It takes thieves just a fraction of a second to steal an unattended company issued
equipment.

3. Never leave the asset unattended when using it outside the office.

4. Lock the asset away out of sight when you are not using it, preferably in a strong cupboard, filing cabinet
or safe. This applies at home, in the office or in a hotel.
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5. Never leave a company issued equipment visibly unattended in a vehicle. If necessary, lock it out of sight
in the trunk or glove box but it is generally much safer to take it with you.

6. Carry and store the company issued equipment in a padded computer bag or strong briefcase to reduce the
chance of accidental damage.

7. Employees may not take the company issued equipment for repair to any external agency or vendor at any
point of time.

8. In case of any failure, employees are required to report the same to the management.

9. In case of the loss of company issued equipment- be it on, or off Company premises, due to negligence of
the employee, the Company may recover the cost of the company issued equipment from the employee. It
is the Company’s discretion to impose further penalties on account of loss of sensitive Company
information.

10. If there is damage on account of the above the employee may be liable to pay the damages at cost to the
Company/the same may be deducted from their monthly salary.

11. Company maintains the right to conduct inspections of any computer equipment, including all company
issued equipment it owns or manages without prior notice to the Employee who is at the time the user or
custodian of such computer equipment. Employee will submit the company issued equipment for random
audit by Company in order to check the physical presence as well as the functional usability of the asset.

12. In case of leaving the employment or being terminated for any reason, employee will hand over the asset
to Company in good condition failing which Company is authorized to charge penalty against the employee.

D. Data Security Controls

Employees are expected to ensure the security of the data within their company issued equipment. In this regard you
are to adhere to the following:

1. You are personally accountable for all network and systems access under your user ID, so keep your
password absolutely secret. Never share it with anyone, not even members of your family, friends, or IT
staff.

2. Company issued equipment is provided for official use for authorized employees. Do not loan your
company issued equipment or allow it to be used by others such as family and friends.

3. Avoid leaving your company issued equipment unattended and logged-on. Always shut down, log off or
activate a password-protected screensaver before walking away from the machine.

E. Virus Protection

1. Email attachments are now the number one source of computer viruses. Avoid opening any email
attachment unless you were expecting to receive it from that person.

2. Always virus-scan any files downloaded to your computer from any source (CD/DVD, USB hard disks
and memory sticks, network files, email attachments or files from the Internet). Virus scans normally
happen automatically if your virus definitions are up to date, but you can also initiate manual scans if you
wish to be certain.
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3. Report any security incidents (such as virus infections) promptly to the IT Help in order to minimize the
damage

4. Respond immediately to any virus warning message on your computer, or if you suspect a virus (e.g. by
unusual file activity) by contacting the IT Help. Do not forward any files or upload data onto the network
if you suspect your PC might be infected.

F. Data Backups

1. You will be personally responsible for storing your data in Google Drive, or another data storage medium
provided to you by the Company..

2. Remember, if the company issued equipment is stolen, lost or damaged, or if it simply malfunctions, it
may be impossible to retrieve any of the data from the company issued equipment. Saving the data in one
drive will save you a lot of heartache and extra work.

G. Use of Unauthorized Software /Content

1. Employees are required to ensure that they do not download, install or use unauthorized software
programs. Unauthorized software could introduce serious security vulnerabilities into the Company
networks as well as affecting the working of your company issued equipment. Software packages that
permit the computer to be ‘remote controlled’ (e.g. PCAnywhere, TeamViewer) and ‘hacking tools’ (e.g.
network sniffers and password crackers) are explicitly forbidden on Company equipment unless they have
been explicitly pre-authorized by Company management for furtherance of legitimate business purposes of
the Company.

2. All software or other programs that are downloaded onto the Company provided equipment, whether or
not they are so downloaded in accordance with the business needs of the Company, or the directions of the
Company management in this regard, shall immediately become the sole and exclusive property of the
Company, and henceforth can only be used in accordance with the directions of the Company in this regard.
Further, any programs or software that were pre-installed at the time of the possession of the company
issued equipment being handed over to the Company, cannot be altered or removed, whether permanently
or temporarily, in any manner whatsoever save and otherwise than in accordance with the directions of the
Company in this regard.

3. The employee shall not install any unauthorized accessories/software like messengers, chatting software
or any malicious software, which may cause problems to the functioning of the asset and strictly adhere to
Company’s software.

4. If there is damage on account of the above the employee may be liable to pay the damages at cost to the
Company/the same will be deducted from their monthly salary.

5. As you might expect, Company will not tolerate inappropriate materials such as pornographic, racist,
defamatory or harassing files, pictures, videos or email messages that might cause offence or embarrassment
to either the Company, its employees or any third party. No employee should ever store, use, copy or
circulate such material on the company issued equipment and should not visit or attempt to visit any dubious
websites. The Company’s IT staff shall routinely monitor the Company network and systems for such
materials and track use of the Internet by all employees. Such IT staff shall report serious/repeated offenders
and any illegal materials directly to Company management, and appropriate disciplinary processes will be
initiated against such employees by the management.
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6. Employees are also advised that any information in digital or electronic form that they come across in the
company issued computer systems provided to them, whether at the time of receiving such systems or at
any time thereafter, shall be compulsorily treated by employees as confidential information (“Confidential
Information”). Such Confidential Information can exist in any electronic form, including but not limited to
documents, memoranda, spreadsheets, databases, encrypted data, passwords, lists of any nature, source
code, object code, algorithms, software programs, emails and other communications, designs, blueprints,
business projections and plans, financial data, customer and client names and contacts, supplier names and
contacts, price lists and quotations, contractual documents, term sheets and executed agreements with
vendors/suppliers and customers, and so on. Employees cannot use such Confidential Information in any
manner whatsoever save and otherwise than in strict accordance with the directions of the Company in this
behalf. Any unauthorized usage by the employee of such Confidential Information, or any act of omission
or commission of the employee which results in such unauthorized usage of Confidential Information by
any third party, shall expose the employee concerned to liability and consequent action by the Company
and/or its management.

7. Further, in the event any employee is unsure of the status of any digital/electronic information that he or
she may discover on any company issued system provided to such employee, the employee must forthwith
and without any further delay communicate the existence of such information to the Company’s IT team
on the assumption that all such information is potentially Confidential Information, and thereafter follow
the instructions of the IT team in this regard. Under no circumstances shall the employee attempt to process
such Confidential Information in any manner whatsoever for his or her own personal usage, and any delay
in contacting the IT team in this regard shall be regarded as dereliction of duty by the employee.

H. CONSEQUENCES OF BREACH

1. Any action of the employee that are inconsistent with this Policy shall be treated as serious professional
misconduct on the part of the employee, and the employee concerned shall be subject to any disciplinary
proceeding, or action, by the Company, which the management of the Company may deem appropriate
under the existing circumstances. Such action may also include any rights of termination or any other rights
that the Company may have under the terms of the employment agreement entered into by the Company
with the employee concerned.

2. Employees are further advised that in the event any such employee fails to adhere to the requirements of
company issued equipment usage and restrictions on usage of Confidential Information, he or she shall be
subject to any penal liability under the provisions of the Information Technology Act, 2000 (the “Act”),
including but not limited to Section 43 of the Act.

3. The Company shall bear expenses for company issued equipment maintenance and repairs arising out of
the normal wear and tear However, in the event of any damage to the company issued equipment arising
out of the negligence, misuse or abuse of the asset by the employee, the employee shall be solely liable to
make the payment for all the expenses arising therefrom. The Company shall have the right to reclaim such
expenses and deduct the same from your monthly salary.