Numerator India - Employee Handbook

EMPLOYEE HANDBOOK
Effective January 1, 2023
Numerator India Pvt. Ltd. | CIN: U72209GJ2004PTC044805

Regd. Off.: Vadodara – NU House, L & T Circle, VIP Road, Karelibaug, Vadodara – 390018, Gujarat, India.
www.numerator.com
Message from Eric Belcher, CEO:
Congratulations on joining Numerator! Let's work together to make this the best experience of your
professional lives!
Numerator is a services-enabled data and tech company with a winning mindset that is determined to reinvent the
staid market research industry.
Brands and retailers are making decisions today using data that is often incomplete, misleading and dangerous to
use as a basis for decision making. Legacy providers in the space have not innovated at anywhere near the speed
of change that the modern consumer has gone through in recent years, inadvertently paving the way for an ambitious
organization to introduce new data and technology and become the new, dominant provider in the space.
Our data is known for being original, easily accessible, comprehensive, accurate and detailed. And so is our
team. Today you join an elite organization with pride and purpose. We have big plans -- as such, we expect
excellence of ourselves as well as of each other. We each look for ways we can each contribute as individuals, while
we also believe that the biggest opportunity we have relates to how well we work together as a team. As you start
your career at Numerator, we ask that you view your career and contributions here through the lens of being an
exemplary member of a broader, high performing team working together in close partnership to revolutionize our
industry.
The best teams bring together an accepting, tolerant mindset with respect to their colleagues, fostering diversity of
thought, inclusion and perspective. This handbook serves as the guide for how we believe we will work together most
effectively and frames the relationship between individuals, the broader team, and our shareholders. At its heart, the
message is let’s do things that matter, do them right, be original and ambitious, and talk openly along the way.
Lastly, let’s have some fun together. We spend a good portion of our lives with our professional colleagues. I know
I find it more rewarding when the work we do is meaningful, we do it together, and we have some fun while we’re at
it.
My regards,
Eric

www.numerator.com
● Handbook Purpose
This Handbook applies to all India employees. This handbook is designed to acquaint you with Numerator (or “the
Company”) and provide you with general information about working conditions, employee benefits, and some of the
policies affecting your employment. You are to read, understand, and comply with all provisions of the handbook. It
describes many of your responsibilities as an employee and outlines the programs developed by Numerator to benefit
employees. These policies are intended to generally apply throughout the Company, but varying state and local laws
may mandate additional or different policies or practices in certain states where Numerator has offices or employees.
It is the Company’s intention to construe and enforce this handbook and its policies to conform to the requirements
of applicable federal, state, and/or local law.
No employee handbook can anticipate every circumstance or question about policy. As the Company continues to
grow, the need may arise, and Numerator reserves the right, to revise, supplement, or rescind any policies or portion
of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be
notified of changes to the handbook as they occur.
You have been asked to acknowledge that you have received a copy of this Handbook. You are expected to abide
by its policies and procedures. Violations of Company policy may result in disciplinary action, up to and including
dismissal.

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● Handbook Purpose 3
1. EMPLOYMENT 6
1.1 Employment 6
1.2 Equal Employment Opportunity Policy 6
1.3 Hiring 6
1.4 Employment of Relatives and Domestic Partners 7
1.5 Internal Mobility Policy 7
1.6 Recruiting Referrals 8
1.7 Employment Definitions / Classifications 8
1.8 Outside Employment 9
1.9 Disciplinary Action 9
1.10 Separation of Employment 10
1.11 Personnel Files 10
2. WORKPLACE EXPECTATIONS 11
2.1 Business Hours 11
2.2 Confidentiality 11
2.3 ID Badge or Access Card Usage 11
2.4 Office Attire 11
2.5 Computer Usage and Social Networking 12
2.6 Information Technology 13
2.7 IT Asset Management Policy 13
3. BUSINESS ETHICS AND CONDUCT 13
3.1 Standards of Conduct Policy 13
3.2 Culture, Belonging, Inclusion and Diversity Policy 15
3.3 Anti-Harassment Policy 15
3.4 Individuals and Conduct Covered 16
3.5 Discrimination on the Basis of Gender, Gender Identity or Transgender Status 16
3.6 Complaint Process 16
3.7 No Retaliation 17
3.8 Conflicts of Interest 17
3.9 Favors and Gifts 18
3.10 Solicitations, Distributions and Posting of Materials 18
3.11 Whistleblowing 18
4. COMPENSATION 19
4.1 Basis for Determining Pay 19

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4.2 Error in Pay 20
4.3 Payment of Wages 20
4.4 Performance Management 20
5. HEALTH AND SAFETY 21
5.1 Smoke-Free and Tobacco-Free Workplace 21
5.2 Drug-Free Workplace 21
5.3 Workplace Safety 21
5.4 Security-Related Issues 22
5.5 Emergency Procedures 22
6. TIME AWAY FROM WORK 22
6.1 Public Holidays 22
6.2 Leave of Absence 22
6.3 Definition Casual Leave, Sick Leave & Earned / Paid Leaves 23
6.4 Availing Leave 23
6.5 General Procedure on Availing Leave 23
6.6 Other types of Leave 24
7. EMPLOYEE STATUS AND BENEFITS DURING LEAVE 25
8. DOMESTIC & SEXUAL VIOLENCE 25
9. BENEFITS 26
9.1 Group Mediclaim Insurance 26
9.2 Group Personal Accidental Policy 26
9.3 Group Term Life Insurance 27

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1. EMPLOYMENT
1.1 Employment
The main terms and conditions of employment are typically contained within the employee’s appointment letter;
employment and confidentiality / non-competition / non-solicitation agreement(s) (collectively “Employment
Agreements”, each an “Employment Agreement”), each of which are required to contain both a signature of a
Corporate officer as well as the signature of the employee.
This handbook does not form any part of an Employment Agreement. The Company reserves the right to unilaterally
alter any terms or conditions contained in the handbook for business reasons, to comply with changes in legislation
or other purposes, including reasons which may not be disclosed to the employee.
Policies set forth in this handbook are not intended to create a contract, nor are they to be construed to constitute
contractual obligations of any kind or a contract of employment between the Company and any of its employees for
any specific duration. The provisions of the handbook have been developed at the discretion of management and
may be amended or cancelled at any time at the Company’s sole discretion.
1.2 Equal Employment Opportunity Policy
The Company maintains a policy of non-discrimination for all employees and applicants in every facet of its operation.
The Company will maintain employment procedures with respect to hiring, employee treatment, training,
compensation, promotions, benefits, disciplinary action, dismissal and all other conditions of employment,
administered solely on the basis of each individual’s job qualifications and without regard to race, color, religion, age,
sex, gender, gender identification, marital status, sexual orientation, national origin, disability, pregnancy and related
medical conditions, genetic information, or disabled.
The Company is also committed to maintaining all of its personnel policies in accordance with the letter and spirit of
the provisions of the Rights of Persons with Disabilities Act, 2016 and any other applicable state and local laws,
including providing equal employment opportunity and reasonable accommodation without undue hardship to
qualified applicants or employees with disabilities and providing disabled applicants, employees, and business visitors
with access to the company’s facilities in accordance with applicable legal standards.
Fulfillment of the Company’s equal employment opportunity pledge is the ongoing responsibility of all employees.
Consequently, the full cooperation and support of all employees is essential in these endeavors.
1.3 Hiring
The Company prides itself in carefully selecting employees who best meet the job requirements sought through written
application, personal interviews, reference checks, online assessments, and background investigations.
The Company relies upon the accuracy of information contained in the employee’s resume and employment
application, as well as the accuracy of other data presented throughout the hiring process and employment. Any
misrepresentations, falsifications or material omissions in any of this information or data may result in the Company’s
exclusion of the individual from further consideration for employment or, if the person has been hired, dismissal.

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1.4 Employment of Relatives and Domestic Partners
For reasons of supervision, security, and morale, the Company generally discourages the employment of relatives in
manager/subordinate relationships. "Relatives" are defined as spouse, domestic partner, mother, father, sister,
brother, child, stepmother, stepfather, stepsister, stepbrother, stepchild, niece, nephew, cousin, uncle, aunt,
grandparent, grandchild, and in-laws within these categories.
Managers are to avoid real or perceived opportunities for favoritism or conflicts of interest regarding the employment
of relatives. Anyone with people management responsibilities must not date or form special social relationships with
someone directly or indirectly under his or her supervision or otherwise form special social relationships with
employees that could result in real or perceived opportunities for favoritism or conflicts of interest. If such a relationship
arises, the manager must promptly inform Human Resources of the circumstances so that appropriate steps can be
taken to avoid the appearance of favoritism or conflicts of interest.
Employees who marry or who become related by marriage or who become domestic partners may continue their
employment if they do not work in a direct manager relationship or otherwise present problems in supervision, safety,
security, or morale.
1.5 Internal Mobility Policy
The Company is happy to provide opportunities for growth within the company by encouraging employees to apply
for open positions for which they are qualified. Under most circumstances, open positions are posted on the
Company’s Intranet site and are available to employees who meet the qualification criteria. Exceptions may apply in
the case of reorganization or for positions filled by someone within the department with the opening. Open positions
may also be posted with external resources simultaneously and external candidates considered.
An employee may apply for job opportunities outside his/her departments provided the following criteria are met:
● For movement across Business Units (BU), employee should have completed a minimum of twelve (12)
months in their current position (post completion of process training period) to be considered of lateral or
promotional job opportunities
● For internal movement within the Business Unit (BU) employees can apply to both lateral and promotional
job opportunities on completion of six (06) months of service (post completion process training period) in their
current role.
● The employee must meet acceptable performance expectations in his or her current position for the last 6
months.
● Employees can apply for one IJP at a time.
● The employee should notify their current manager of their interest and confirm their eligibility to be considered.
Managers will receive a notification from Hirebridge (Applicant Tracking System) when a member of the team
applies for a new role.
● The Talent Acquisition team will confirm with the manager that the employee is eligible to interview for the
new role.
● The hiring manager will meet with all approved, qualified candidates.
● The hiring decision should be communicated from the hiring manager or recruiting directly to the applicant
and their current manager.
● If the employee is a successful candidate, the terms of the transfer should be discussed and agreed between
the applicant’s manager and the hiring manager. Transitions should be complete within 2 months, unless
agreed to by management due to business needs.
Exceptions to this policy may be made in unusual circumstances, each case to be considered separately by
management and Human Resources. For detailed information please refer to Internal Job Posting guidelines.

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1.6 Recruiting Referrals
The Company provides financial incentive in the form of a referral fee paid upon the completion of the referral process
for a new employee. This will be a campaign-based referral and duration of the campaign can defer from time to time.
Referral fees are earned upon the successful employment of the referral candidate for a minimum period of three (3)
months. Individuals may be referred for a specific posted job, or consideration for future job opportunities. In the event
an individual is referred by more than one source for the same position, the fee shall be paid to the individual making
the first (earliest) referral. Employees should be able to provide a reference for the individual prior to submission.
All employees are eligible to participate with the exception of the following:
● All Human Resources staff.
● Contract and/or Temporary staff
● Officers and Directors of the Company
● Executive management including all Vice President level management and above.
● The Management team involved with the specific position.
● Employees involved in the hiring decision for the specific position.
Referral fees are reviewed periodically and subject to change.
Referral payments are structured to minimize the cost of hiring individuals who leave within 90 days of their start date.
If a referral is hired the following criteria must be met for referral bonus eligibility:
● Referred candidates must be hired within 1 year of initial referral and must be employed by Numerator for a
minimum of 90 days.
● Referring employees must be employed by Numerator at the time of payout qualification.
● Referral bonuses are not paid in the event of a rehire, or for individuals presented through agencies or hired
through Campus / University Recruitment.
Once all the above criteria are met, the referral bonus is eligible for payment through payroll, less the appropriate
employment taxes and withholdings.
1.7 Employment Definitions / Classifications
The Company categorizes the types of employment within the Company in order to clarify the distinctions in benefits
and conditions of employment among employees, and to aid in a better understanding of employment relationships
with the Company.
An “employee” of the Company is a person who provides satisfactory proof of eligibility for employment in the country
where the position resides, regularly works for the Company on a wage or salary basis, is employed directly by the
Company, has a payroll identification number, and is listed as an employee as defined herein.

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EMPLOYMENT STATUS DEFINITIONS
● Full-Time: Employees who are not in a temporary status or intern status and who are regularly scheduled to
work the Company’s full-time schedule of minimum 40 hours per week. Generally, these employees are
eligible for the full benefits package, subject to the terms, conditions and limitations of each benefits program.
● Part-Time: Employees who are not in a temporary status or intern status and who are regularly scheduled to
work less than 40 hours each week. Regular, part-time employees are eligible for some of the benefits offered
by Numerator subject to the terms, conditions and limitations of each benefits program.
● Temporary: Person / Persons assigned to a work assignment that has a defined time period and may/may
not have scheduled weekly hours.
1.8 Outside Employment
Employees are permitted to engage in outside work or to hold other jobs, subject to certain restrictions as outlined
below.
Activities and conduct away from the job must not compete with, conflict with or compromise Numerator’s interests or
adversely affect job performance and the ability to fulfill all job responsibilities. Employees are prohibited from
performing any services for customers on non-working time that are normally performed by Numerator. This
prohibition also extends to the unauthorized use of any Numerator tools or equipment and the unauthorized use or
application of any confidential information. In addition, employees are not to solicit or conduct any outside business
during paid working time.
Employees are cautioned to carefully consider the demands that additional work activity will create before accepting
outside employment. Outside employment will not be considered an excuse for poor job performance, absenteeism,
tardiness, leaving early, refusal to travel or refusal to work overtime or different hours.
1.9 Disciplinary Action
The Company maintains a disciplinary process so that employees understand that certain conduct or unsatisfactory
performance is considered unacceptable and will result in disciplinary action up to dismissal. This process also
provides a fair and reasonable opportunity for the employee to take corrective measures.
The Company may choose to exercise its discretion to use forms of discipline up to and including dismissal, depending
on the circumstances. The Company is the sole determiner for actions taken in response to any misconduct. The
Company has the discretion to use whatever form of corrective action it believes is appropriate under the
circumstances.
An employee may submit a written response to any disciplinary action covered by this policy. The response will be
placed in the employee's human resource file.

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1.10 Separation of Employment
Separation of employment within an organization can occur for several different reasons.
● Resignation: Although we hope your employment with us will be a mutually rewarding experience, we
understand that varying circumstances cause employees to voluntarily resign employment. Resigning
employees are required to provide notice period as per their Appointment Letter, in writing, to facilitate a
smooth transition out of the organization. If an employee provides less notice than required, Numerator may
deem the individual to be ineligible for rehire depending on the circumstances regarding the notice given.
● Job abandonment: Employees who fail to report to work or fail to contact their supervisor for three (3)
consecutive workdays shall be considered to have abandoned the job without notice, effective at the end of
their normal shift on the third day. The supervisor shall notify the HR Department at the expiration of the third
workday and initiate the paperwork to terminate the employee. Employees who are separated due to job
abandonment are ineligible for rehire and considered to have voluntarily separated.
● Dismissal: Numerator retains the right to dismiss an employee at any time depending on the type of the
concern. Management reserves the right to provide an employee with/without pay in lieu of notice in situations
where job or business needs warrant such action depending on the reason for the dismissal.
The separating employee must return all Numerator property at the time of separation, including but not limited to cell
phones, keys, computers, uniforms, records (physical and digital) and identification badges. The separating employee
must unlock and turn over the keys and passwords to Numerator for all Numerator property prior to departing
Numerator. Numerator retains the right to access the separating employee’s personal property to recover Numerator
property. The separating employee shall contact Human Resources as soon as notice is given to schedule an exit
interview. The interview will be on the employee’s last day of work or another day, as mutually agreed on.
1.11 Personnel Files
Personnel files are maintained by Human Resources and are considered confidential. Employees and managers may
only have access to personnel file information on a need-to-know basis approved by the Chief Human Resources
Officer.
Access to personnel files, both current or former employees, will generally be permitted within three days of a request
unless otherwise required under state law. Personnel files are to be reviewed in Human Resources. Personnel files
may not be taken outside the department.
Subject to the Company’s receipt of proper legal process, representatives of government or law enforcement agencies
or Numerator authorized third party auditors, in the course of their duties, may be allowed access to personnel file
information.
If changes occur in your name, marital status, address, phone number or your designated emergency contact, please
notify Human Resources of these changes so that your employment records may be kept up to date. Beneficiary
changes for insurance and other benefits must also be reported to become effective. Certain personal information
can also be updated on your Keka profile.

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2. WORKPLACE EXPECTATIONS
2.1 Business Hours
Core business hours are set by location. Standard office hours are from 11:00 a.m. to 8:00 p.m., however, scheduled
hours for an Employee may vary depending on business needs and the nature of the position the Employee
holds. The standard workday is eight hours. The standard work week is 40 hours.
2.2 Confidentiality
Our clients and other parties with whom we do business entrust Numerator with important information relating to their
businesses. It is our policy that all information is considered confidential and will not be disclosed to external parties
or to employees without a “need to know.” If an employee questions whether certain information is considered
confidential, he/she should first check with his/her immediate manager.
This policy is intended to alert employees to the need for discretion at all times and is not intended to inhibit normal
business communications. All inquiries from the media must be referred to Numerator’s Marketing Team at
press@numerator.com. All inquiries about the employment history of a current or former employee must be referred
to Human Resources with no further response.
2.3 ID Badge or Access Card Usage
The access-control system will grant access to employees only during authorized working hours, and only to those
areas required by the employee’s job functions. Employees must display their ID badges at all times while in the
facility. Employees are responsible for their ID and access badges and must report any lost, stolen or broken badges
to their manager immediately. Employees may not use another employee’s badge for any reason at any time.
2.4 Office Attire
It is important for all employees to project a professional image while at work by being appropriately attired. The
Company's dress code and grooming standards are gender neutral, meaning they do not differentiate or impose
restrictions or requirements based on gender or sex. Numerator employees are expected to be neat, clean and well-
groomed while on the job. Clothing must be consistent with the standards for a business environment and must be
appropriate to the type of work being performed.
In order to conduct and maintain a professional appearance in the workplace, employees are required to wear
business casual attire, being mindful of appropriate dress for any special events or external facing
interactions. Business casual attire is defined as neat or professional looking, but casual.
All employees must be covered from shoulders to knees at all times (no see-through or skin-tight clothing is permitted
at any time). Footwear can be casual slip-on or tie shoes, dress sandals and athletic shoes if approved by the site
location (slippers, dirty shoes will not be permitted). Natural and artificial scents may become a distraction from a well-
functioning workplace and are also subject to this policy.
Numerator is confident that employees will use their best judgment regarding attire and appearance. Management
reserves the right to determine appropriateness. Any employee who is improperly dressed will be counseled or in
severe cases may be sent home to change clothes. (In the case of a non-exempt employee, it could be without pay)
Continued disregard of this policy may be cause for disciplinary action, which may result in dismissal.

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2.5 Computer Usage and Social Networking
Computers and online collaboration platforms, such as Facebook and Twitter, have changed the way we all work and
engage with each other, clients, and partners. Numerator supports its employees’ choice to create or participate in a
blog, wiki, online social networks or any other form of online publishing or discussion. However, as this interaction
becomes more commonplace, please be aware that such participation is not isolated and personal and reflects upon
your position within Numerator and the community. If you choose to participate in this sphere of information,
interaction and idea exchange, it should be done in a responsible and respectful manner. To create a clear
understanding of Numerator’s expectations of employee participation in online communities, we have laid out the
following guidelines.
Use of Numerator Computers

Use of Numerator computers for non-business purposes while on duty should be kept to a minimum. This includes
but is not limited to the following: viewing or participating in social networks such as Facebook and Twitter; use of
other electronic resources such as e-mail; and viewing and/or visiting non-work related websites or databases.
Numerator retains the right to inspect any and all e-mail correspondence you may send, receive or otherwise compose
or store on its computer systems, as well as any correspondence you may send, receive or otherwise compose from
any Numerator provided email account.
Employees may not download any non-work-related materials that may be harmful to the computer or endanger
company security. Employees may not send or receive copyrighted materials, trade secrets, proprietary information,
or similar matter without prior authorization from the CTO.
Online Social Networking Guidelines

● Numerator employees are personally responsible for the content they publish on blogs, social networking
sites and/or any other forms of user-generated media. Be aware that what you publish may be in the public
domain for a long time and may be accessed by a wider audience than you intended including regulatory
authorities. Think before you post.
● Internet, Numerator-provided equipment (e.g., cell phone, laptops, and computers) and services may not be
used for transmitting, intentionally retrieving or storing any communications of a defamatory, discriminatory,
harassing or pornographic nature.
● If you publish content to any website outside of Numerator and it has something to do with work you do, or
subjects associated with Numerator, use a disclaimer such as this: “The postings on this site are my own and
don’t necessarily represent Numerator’s positions, strategies or opinions.”
● Do not provide confidential or other proprietary information of Numerator, its managers, staff members or
customers. In addition, do not publish or report on conversations that are meant to be private or internal to
Numerator. If you are unsure of what comprises private or internal conversations, ask Human Resources.
● Do not specifically cite or reference customers, managers or vendors without their approval. When you do
make an approved third-party reference, be sure it is accurate and link back to the source, if possible.
● Do not make derogatory references to co-workers, managers, customers, vendors and competitors.
● Employees should not open suspicious emails, pop-ups or downloads. Contact IT with any questions or
concerns to reduce the release of viruses or to contain viruses immediately.
● Respect your audience and the community at large. Do not use ethnic slurs, personal insults or profanity. Be
considerate of others’ privacy and be sensitive to topics that may be inflammatory.
● Do not use Numerator logos or images without prior written approval.
● Respect copyright, fair use, and financial disclosure laws.
Be aware of your association with Numerator in online social networks. If you identify yourself as a Numerator
employee, ensure your profile and related content is consistent with how you wish to present yourself with customers,
co-workers, and the community. If in doubt, ask Human Resources and again, in all cases, think before you post.

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2.6 Information Technology
Information Technology systems and networks are an integral part of business at the Company.
“Information Technology Data'' includes ALL electronic mail (e-mail) messages, multi-media messages, images,
videos, voicemail messages, text messages, instant or chat messages, electronic files, documents, notes,
information, communications, files and Internet or Intranet information, created, composed, sent, received, or stored
by employees using the Company’s “Information Technology”, which includes the Company’s: (i) electronic mail
systems, (ii) voicemail systems, (iii) facsimile machines, (iv) computer equipment; (v) computer and electronic
systems, software, hardware, networks, memory devices, and/or servers; and/or (vi) cellular/smart phones and/or any
other Company provided handheld wireless-type PDA device (i.e., iPhones, Android devices, iPads,
etc.). “Information Technology '' also includes all cloud-based, virtual data rooms, and other software and/or
information owned, licensed, subscribed, or otherwise furnished by Company as a resource to employees to conduct
business, whether accessed by Company-provided software and devices or employee-owned software and devices.
All Information Technology are Company property. Additionally, all Information Technology Data created, composed,
sent, received, or stored are and remain the property of the Company. They are NOT the private property of any
employee, and employees should not have any expectation of privacy in any messages and/or documents created,
composed, sent, stored, or received using the Information Technology.
The Company reserves the right to access and disclose Information Technology Data at any time, with or without
notice or the consent of the employee as needed for legitimate business purposes. While some of the Company’s
systems may have procedures and/or passwords by which the employee can prevent unauthorized access, the
Company reserves the right to override these procedures and/or passwords and access the system at any time for
any legitimate business purpose.
Misuse of any Information Technology and Information Technology Data may result in disciplinary action up to and
including dismissal and/or possible legal action.
2.7 IT Asset Management Policy
In the event of IT assets lost, stolen or damaged employees may refer to the IT Asset Damage Policy.
3. BUSINESS ETHICS AND CONDUCT
3.1 Standards of Conduct Policy
To function effectively, every organization must develop policies and procedures to protect its clients and to ensure
that co-workers' and the company's rights are respected. Numerator is no exception. Generally, conduct that may be
disruptive, unproductive, unethical, or illegal will not be tolerated.
The purpose for setting forth rules and regulations is to clearly define certain requirements and conditions of
employment so that employees may fully understand what is expected.
Numerator expects high quality work from its employees and expects you to conduct yourself in a businesslike
manner. All employees are governed by the rules of conduct set forth in this handbook.
Violation of this Standards of Conduct Policy may lead to disciplinary action, which, based on the circumstances of
the individual case, could result in corrective action up to and including discharge. The following is a non-exhaustive
list of conduct that may violate this Policy:

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● Insubordination, including failure to carry out a rule, order or directive related to the performance of the
employee's duty; assaulting, threatening, intimidating or abusing a manager either physically or verbally.
● Misrepresentation, including falsifying records, engaging in fraud, failing to disclose any information
requested or providing a false or misleading answer to any question in any application, questionnaire,
information form or other document; falsely representing to a superior the quality and/or quantity of work
performed by either the employee making the representation or any other employee; making false,
inaccurate or deliberately incomplete statements in an official inquiry, investigation or other official
proceeding; fraud in securing employment; requesting or accepting a leave of absence on fraudulent
grounds; or falsification of any attendance or other employment records.
● Non-disclosure of post-employment conviction, including any convictions or pleas, but excluding routine
traffic-related infractions unless driving is a required part of the employee’s duties.
● If driving is a required part of the employee’s duties, the employee must report any traffic-related
conviction under the provisions of this policy.
● Removing Numerator property from the premises without authorization.
● Stealing or attempting to steal Numerator or a Numerator employee’s property.
● Being habitually tardy or absent.
● Engaging in poor timekeeping.
● Failure to perform to acceptable standards of productivity or quality.
● Causing rework through inattention, carelessness or the disregarding of work processes or instructions.
● The use, possession, distribution, selling or receiving of controlled substances ("drugs"), being under the
influence of drugs while on duty, while on Company premises, or reporting to work under the influence of
drugs (except when usage is under the supervision of a physician and does not interfere with the safe
performance of job duties.)
● The use of alcohol on Company premises outside of a company-sponsored event that provides alcohol,
the underage consumption of alcohol, being under the influence of alcohol while on duty, or reporting to
work under the influence of alcohol.
● Unauthorized possession of weapons or explosives on Company premises.
● Failure to report a workplace accident or injury.
● Unauthorized operation or use of vehicles, machines, supplies, tools, or equipment.
● Breach of confidentiality of Company or customers.
● Conducting personal business during working hours.
● Fighting, threatening, intimidating, coercing, harassment, discrimination, bullying, using abusive or
defamatory language, or any action which creates a hostile work environment or endangers the health or
safety of any fellow employee or manager
● Insubordinate conduct, refusal or failure to follow a reasonable instruction of authorized personnel.
● Failure to report to work without communication to the direct manager or the human resources
department.
● Gambling on employer premises at any time.
● Sleeping on the job.
● Using offensive or profane language on company premises.
● Bringing dangerous or unauthorized weapons onto employer premises.
● Being absent from work without authorization during scheduled work hours.
● Defacing employer property.
● Engaging in criminal activity.
● Violating or abusing employer policies.
● Neglecting job duties.
● Bringing the organization into serious disrepute.
Numerator may consider an employee's job performance, prior violation of work rules, and other relevant
circumstances in determining whether to counsel, warn, suspend, or discharge an employee. It is up to the employee's
manager and the company's management to decide whether corrective action, up to and including dismissal, is
appropriate.

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3.2 Culture, Belonging, Inclusion and Diversity Policy
Numerator is focused on creating an inclusive, dynamic and diverse work environment. Numerator values and
celebrates different perspectives, not only to create a vibrant workplace for our existing staff, but also to attract the
mission-driven, talented individuals who will make Numerator even stronger.
Numerator values differences in opinions and embraces everyone’s unique perspective and background. Numerator
wants employees to feel comfortable in bringing their full selves to work each day and to proactively guard against
unconscious biases. Each individual should be treated with empathy, respect and inclusivity with our colleagues,
clients and community.
Numerator cares deeply that we are a place where each team member is valued holistically, and we partner with our
employees to continually embrace this vision.
3.3 Anti-Harassment Policy
Numerator is committed to treating all individuals in a work environment with respect and dignity. Each individual has
the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful
discriminatory practices, including harassment. Therefore, Numerator expects that all interactions among persons in
the office will be business-like and free of bias, prejudice and harassment.
It is the policy of Numerator to ensure equal employment opportunity without discrimination or harassment on the
basis of race, color, creed, sex, religion, marital status, age, national origin or ancestry, disability, medical condition,
covered veteran status/military service, political affiliation, sexual orientation, gender, gender identity, gender
expression, transgender, as defined herein. Numerator prohibits any such discrimination or harassment.
Sexual harassment constitutes discrimination and is illegal under state and local laws. For the purposes of this policy,
sexual harassment is defined, as unwelcome behaviour sexual advances, requests for sexual favors and other verbal
or physical conduct of a sexual nature when, for example a) submission to such conduct is made either explicitly or
implicitly a term or condition of an individual's employment; b) submission to or rejection of such conduct by an
individual is used as the basis for employment decisions affecting such individual; or c) such conduct has the purpose
or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or
offensive working environment.
Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involve individuals of the
same or different gender. Depending on the circumstances, these behaviors may include but are not limited to:
unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature;
commentary about an individual's body, sexual prowess or sexual deficiencies; leering, whistling or touching; insulting
or obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; and other
physical, verbal or visual conduct of a sexual nature.
Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment
is verbal, written or physical conduct that denigrates or shows hostility or aversion toward an individual because of
race, color, religion, gender, gender expression, gender identity, sexual orientation, national origin, age, disability,
marital status, citizenship, genetic information or any other characteristic protected by law or that of his/her relatives,
friends or associates, and that a) has the purpose or effect of creating an intimidating, hostile or offensive work
environment; b) has the purpose or effect of unreasonably interfering with an individual's work performance; or c)
otherwise adversely affects an individual's employment opportunities.

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Harassing conduct includes epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts;
denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual
or group and that is placed on walls or elsewhere on the employer's premises or circulated in the workplace, on
Numerator time or using Numerator equipment via email, phone (including voice messages), text messages, tweets,
blogs, social networking sites or other means.
To deal with harassment issues related to women at workplace employee should refer POSH (Prevention of Sexual
Harassment at Workplace) Policy for our India Offices. Employees may reach out to icc.india@numerator.com for
any issues pertaining to harassment of women at the workplace.
3.4 Individuals and Conduct Covered
These policies apply to all applicants and employees, whether related to conduct engaged in by fellow employees or
someone not directly connected to Numerator (an outside vendor, consultant, or customer).
Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the
workplace, including but not limited to business trips, business meetings and business-related social events.
3.5 Discrimination on the Basis of Gender, Gender Identity or Transgender Status
Numerator prohibits discrimination against and/or harassment of applicants, employees, and interns on the basis of
their actual or perceived gender or actual or perceived status as an individual who is transgender, gender non-
conforming or intersex. For purposes of this policy, gender includes gender identity, self-image, appearance, behavior
or expression. Harassment includes, but is not limited to, violence, threats of violence and similar conduct.
Numerator evaluates all requests for accommodation (including requests for medical leaves) in a non-discriminatory
manner. Employees who engage with the public as part of their job duties are required to do so in a respectful, non-
discriminatory manner by respecting gender diversity and ensuring that members of the public are not subject to
discrimination (including discrimination with respect to single-sex programs and facilities).
Preferred Names, Titles and Pronouns: Numerator allows employees to self-identify their names and genders and
will use an individual's preferred name, title (e.g., Mr./ Ms.) and pronoun (e.g., he/him/his; she/her/hers;
they/them/theirs; or ze/hir). Requests to be addressed by a certain name and/or pronoun do not require supporting
documentation.
If an employee is unsure what name, title or pronoun another individual prefers, that employee can ask the person
how he or she would like to be addressed.
Facilities Designated as Single-Sex: All employees have the right to use single-sex facilities, such as restrooms,
consistent with their gender. To the extent possible, Numerator may provide single-occupancy restrooms and/or
private space within multi-user facilities for individuals with privacy concerns but will not require use of a single-
occupancy bathroom because an individual is transgender or gender non-conforming.
3.6 Complaint Process
Individuals who believe they have been the victims of prohibited conduct described in this Handbook or who believe
they have witnessed prohibited conduct should promptly discuss their concerns with their direct manager, Human
Resources or any member of management.

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When possible, Numerator encourages individuals who believe they are being subjected to such conduct to promptly
advise the offender that his or her behavior is unwelcome and request that it be discontinued. Often this action alone
will resolve the problem. Numerator recognizes, however, that an individual may prefer to pursue the matter through
complaint procedures.
Numerator encourages the prompt reporting of complaints or concerns so that prompt, confidential and thorough
action can be taken before relationships become irreparably strained. Therefore, although no fixed reporting period
has been established, early reporting and intervention have proven to be the most effective method of resolving actual
or perceived incidents of harassment.
Any reported allegations of harassment, discrimination or retaliation will be investigated promptly, confidentially and
thoroughly. The investigation may include individual interviews with the parties involved and, where necessary, with
individuals who may have observed the alleged conduct or may have other relevant knowledge.
Confidentiality will be maintained throughout the investigatory process and any related disciplinary action.
Prohibited conduct constituting harassment, discrimination or retaliation will be dealt with on a case-by-case basis,
proportional to the prohibited conduct and consistent with established disciplinary procedures.
False and malicious complaints of harassment, discrimination, retaliation or bullying are also a serious violation of
this policy and will be subject to disciplinary action.
3.7 No Retaliation
Numerator expressly prohibits any form of discipline, reprisal, intimidation, retaliation or discrimination against any
individual for requesting or taking actions afforded in this policy, or filing a complaint for violations of this policy, the
Fair Labor Standards Act or applicable state or local law.
Numerator is committed to enforcing this policy and prohibiting retaliation against employees who request actions
consistent with this policy, who file a related complaint or participate in an investigation. However, the effectiveness
of our efforts depends largely on individuals telling us about inappropriate workplace conduct. If employees feel that
they or someone else may have been subjected to conduct that violates this policy, they should report it immediately
to the Human Resources Department. If employees do not report retaliatory conduct, Numerator may not become
aware of a possible violation of this policy and may not be able to take appropriate corrective action.
If you are subjected to any conduct that you believe violates this Handbook, you should promptly speak to, write or
otherwise contact Human Resources at hr.india@numerator.com, who will ensure that a prompt investigation is
conducted and take prompt corrective action, if appropriate.
3.8 Conflicts of Interest
Employees must avoid any relationship or activity that might impair, or even appear to impair, their ability to make
objective and fair decisions when performing their jobs. At times, an employee may be faced with situations in which
business actions taken on behalf of Numerator may conflict with the employee’s own personal interests. Numerator
property, information or business opportunities may not be used for personal gain.
Conflicts of interest could arise in the following circumstances:
● Being employed by, or acting as a consultant to, a competitor or potential competitor, supplier or contractor,
regardless of the nature of the employment, while employed with Numerator.

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● Hiring or supervising family members or closely related persons.
● Serving as a board member for an outside commercial company or organization.
● Owning or having a substantial interest in a competitor, supplier or contractor.
● Accepting gifts, discounts, favors or services from a customer/potential customer, competitor or supplier,
unless equally available to all Numerator employees.
Employees with a conflict-of-interest question should seek advice from management. Before engaging in any activity,
transaction or relationship that might give rise to a conflict of interest, employees must seek review from Human
Resources.
3.9 Favors and Gifts
Business decisions should be made in the best interests of Numerator. Numerator prohibits employees from seeking
or accepting any gifts, favors, entertainment, payment or loans for themselves or their family members from any
client/customer/vendor/supplier/contractor or other party doing business with Numerator that exceed INR 2000/- in
value. Cash should never be accepted. If an employee violates this policy, Numerator will take prompt corrective
action, including discipline, if appropriate.
Employees who wish to provide gifts to potential or actual clients should obtain prior, written, approval from Human
Resources.
3.10 Solicitations, Distributions and Posting of Materials
Numerator prohibits the solicitation, distribution and posting of materials on or at Numerator property by any employee
or nonemployee, except as may be permitted by this policy. The sole exceptions to this policy are charitable and
community activities supported by Numerator-sponsored programs related to Numerator’s products and services.
Provisions:
● Non-employees may not solicit employees or distribute literature of any kind on Numerator premises at any
time.
● Employees may only admit nonemployees to work areas with management approval or as part of a
Numerator-sponsored program. These visits should not disrupt workflow. An employee must accompany the
nonemployee at all times. Former employees are not permitted onto Numerator property except for official
Numerator business.
● Employees may not solicit other employees during work times, except in connection with a Numerator-
approved or sponsored event.
● Employees may not distribute literature of any kind during work times or in any work area at any time, except
in connection with a Numerator-sponsored event.
● The posting of materials or electronic announcements are permitted with approval from Human Resources.
Violations of this policy should be reported to Human Resources.
3.11 Whistleblowing
This policy creates a facility for employees of the Company to report, directly or confidentially and anonymously,
complaints or concerns regarding the Company’s accounting, internal accounting controls, auditing matters,
suspected fraud, compliance with the law, ethical issues or conflicts of interest (collectively, "complaints"). Any
complaint may be reported to the Company’s management. This policy is not designed to address personnel or
Human Resources-related problems, which should continue to be discussed directly with Human Resources.

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While employees are encouraged to discuss complaints with their manager, or, if preferred, with his or her manager,
or with anyone else in the Company’s management, this policy provides a process for you to report any complaints,
orally or in writing, to the CEO, General Counsel, CHRO or CFO, where you believe appropriate action has not been
and likely will not be taken by your manager.
You may choose to identify yourself or remain anonymous. If you wish to report any complaint on a confidential and
anonymous basis, please mail the communication without including your name in the correspondence but, instead,
prominently indicate on the communication that it is a "Confidential, Anonymous Submission - Attention CEO, General
Counsel, CHRO or CFO."
When making a complaint to the CEO, General Counsel, CHRO or CFO, please:
● Identify whether it relates to the Company and how:

● State the specific nature of the complaint, including for example:
● What it is
● When it happened
● Who was involved
● How it occurred
● Where it occurred
● Why it occurred
● State what steps, if any, have been taken to address the complaint, and why you view those steps as
inadequate; and
● Provide any documents that may be helpful to the investigation of the complaint.
A manager, employee or whomever a complaint is initially reported to should immediately notify the CEO, General
Counsel, CHRO or CFO. The CEO, General Counsel, CHRO or CFO, or their designee, will oversee the investigation
of all complaints on behalf of the Company.
The General Counsel will document and file any such complaint received, including any action taken.
The Company will not take any retaliatory action against anyone for reporting a complaint. However, an employee will
be subject to appropriate disciplinary action if s/he intentionally provides false or misleading information.
4. COMPENSATION
4.1 Basis for Determining Pay
It is the Company’s desire to pay employees wages or salaries that are competitive with other employers in the
marketplace and in a way that will be motivational, fair, and equitable. The Company maintains a compensation
structure that recognizes the level of skill, effort and responsibility of each position and ensures that the structure will
enable the Company to hire, develop and retain its employees.
Compensation may vary based on roles and responsibilities, location, individual, and Company performance, and
always in compliance with all applicable laws
**Compensation for Working on a Holiday / Week Off
If an employee works on a holiday, they will receive an extra pay at the rate equivalent to their ordinary rate of pay
for the hours worked and a leave on any other day, if worked more than six hours, in lieu of the compulsory holiday.
Approval to work on a holiday must be pre-approved by the Manager.

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**Overtime Payment
Overtime is applicable to employees who work extra hours on their working days, in this case, the employee gets 2
times their hourly pay.
**Overtime & Holiday Work Pay are not applicable in general to all employees; it depends on the departments & levels
they are working with and requires approval.
4.2 Error in Pay
Every effort is made to avoid errors in your paycheck. If you believe an error has been made, or have any concerns
regarding your pay, discuss these with your location Payroll Team. They will take the necessary steps to research the
problem and ensure that any corrections are made promptly and properly.
4.3 Payment of Wages
It is Numerator's policy that employee’s salaries will directly be deposited in the corporate salary accounts. For new
joiners, first month’s pay shall be done through their savings bank account in case the bank account opening is
pending. Second month onwards, it will be deposited directly into the salary accounts.
If the normal payday falls on a holiday, salaries will be disbursed one workday prior to the aforementioned schedule.
Employees will be paid through a direct deposit of funds in their salary accounts at the financial institution decided by
Numerator.
In the event of salary credit bounce back, the Payroll Department must be notified in writing as soon as possible.
4.4 Performance Management
Performance management is an on-going process that strives to align individual employee performance to the
Company’s business objectives. The performance management process is intended to enable the employee and the
manager to communicate the goals, expectations, and objectives for the upcoming year.
The performance management process is designed to assist each employee to get the best out of him or herself; and
to make a significant contribution to the success of the Company.
Employees will receive performance check-ins each year. The performance appraisal will be discussed, and both the
employee and manager will sign the form to ensure that all strengths, areas for improvement and job goals for the
next review period have been clearly communicated. Performance evaluation forms will be retained.
Merit increases are based on Numerator’s performance and financials are not guaranteed. An annual performance
review does not always result in an automatic salary increase. The employee’s overall performance and salary level
relative to his/her position responsibilities are evaluated to determine if a salary increase would be warranted.
Bonus Plans, Incentive Plans and Compensation Plans (each, individually, a “Plan” and collectively, the “Plans”) may
be given to Company employees at the discretion of management. The Plans are designed to reward each employee
in proportion to his or her achievement of individual or management business objectives and/or the Company’s
success in achieving certain financial results relating to the particular division, business unit and/or product lines to
which the employee has contributed, as set forth in the respective Plan signed by the employee and Company. Such

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Plan(s) are annually reviewed and subject to change. Prior participation in such plan(s) does not constitute an ongoing
obligation on the part of the company to continue such participation.
5. HEALTH AND SAFETY
5.1 Smoke-Free and Tobacco-Free Workplace
Because we recognize the hazards caused by exposure to environmental tobacco smoke, as well as the life-
threatening diseases linked to the use of all forms of tobacco, the policy of Numerator will be to provide a tobacco-
free environment for all employees and visitors. This policy covers the smoking of any tobacco product and the use
of oral tobacco products or “spit” tobacco, including smokeless tobacco, vape, cigars, snus, and/or electronic
cigarettes.
The smoke-free workplace policy applies to:

● All areas of Numerator buildings.
● All Numerator-sponsored off-site conferences and meetings.
● All visitors (customers and vendors) to Numerator’s premises.
● All contractors and consultants and/or their employees working on Numerator’s premises.
● All employees, temporary employees and interns.
Smoking is permitted in designated smoking areas and more than fifteen feet from the door. Employees who violate
the smoking policy will be subject to disciplinary action up to and including dismissal.
5.2 Drug-Free Workplace
Numerator has a longstanding commitment to provide a safe and productive work environment. Alcohol and drug
abuse pose a threat to the health and safety of employees and to the security of our equipment and facilities.
Employees should report to work fit for duty and free of any adverse effects of illegal drugs or alcohol. This policy
does not prohibit employees from the lawful use and possession of prescribed medications. Employees must,
however, consult with their doctors about the medications’ effect on their fitness for duty and ability to work safely and
promptly disclose any work restrictions to their manager or Human Resources.
5.3 Workplace Safety
The safety and health of employees is a priority. The Company makes every effort to comply with all statutory and
local workplace safety requirements. Providing and maintaining a safe work environment and instituting and following
work practices to safeguard employees must be a primary consideration for all employees. Each employee is
expected to obey safety rules and exercise caution and common sense in all work activities.
The Company has a zero-tolerance policy for workplace violence. Consistent with this policy, acts or threats of
physical violence, including intimidation, harassment, and/or coercion, that involve or affect the Company or that occur
on Company or client property, will not be tolerated, and will result in disciplinary action.
Employees who become aware of any health-related issue that could affect the workplace should notify their manager
as soon as possible.

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Employees must report all work-related injuries and accidents immediately to their manager or Human Resources.
Employees injured while working for the Company but at another site (e.g., home-based employees, while traveling,
at a customer’s site) must also immediately report the circumstances to their manager or Human resources.
5.4 Security-Related Issues
All employees are responsible for their own safety, as well as that of others in the work environment. Employees must
be safety-conscious at all times. On Company premises, be aware of persons loitering for no apparent reason in or
around buildings or parking areas and report any suspicious persons or activities immediately.
Firearms, weapons, and other dangerous or hazardous devices or substances are prohibited on the Company’s
premises. Conduct that threatens, intimidates, or coerces another employee, a customer, or a member of the public
will not be tolerated. All threats of, or actual violence, both direct and indirect, should be reported as soon as possible
to any member of management.
5.5 Emergency Procedures
Employees must familiarize themselves with the layout of the building and the exits, and should ascertain the nearest
exits to their workplace, as well as the location of assembly points. The designated fire warden will establish assembly
points, in addition to posting evacuation plans and emergency phone numbers, throughout the office. This information
will be promulgated throughout the facility for the direction and protection of the workforce. When so directed, all
employees must obey lawful instruction of the fire warden.
6. TIME AWAY FROM WORK
6.1 Public Holidays
As per India practices, all the India employees would have 10 public holidays for any given year. 8 holidays out of the
10 are fixed including the national and public holidays and 2 holidays are floater holidays to accommodate the
individual preferences of employees. Employees will have to opt for one floater holiday in the first six months of the
year and the other in the next six months of the year. The holiday list will be published by the HR Department every
year beginning on Keka.
6.2 Leave of Absence
The Company recognizes the legal and moral obligation of the employees who may require absence from normal or
usual work hours/days.
These circumstances, as identified below, may require management discretion in granting or extending certain types
of leave. Merit, reasonableness, travel issues, seriousness, operational requirements, past practice, may contribute
to the granting of leave and decision. Leave without pay may also be considered where the company incurs no
additional costs or where there is clear benefit to the company.
The holiday year in the company runs from 1st January to 31st December each year. If you are in the service of the
company you are entitled for 7 days of Casual leave, 7 days of Sick Leave and 21 days of Earned/Paid leave.

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Employees should use discretion in choosing days off to achieve appropriate work/life balance consistent with their
professional obligations. Employees must submit time-off requests via the Keka system. Since days off are tracked,
records of time-off will be maintained. Subject to their professional judgment, managers approve time off and monitor
performance to ensure that all job responsibilities are satisfied. You must seek your manager's approval before taking
time off with as much notice as possible.
6.3 Definition Casual Leave, Sick Leave & Earned / Paid Leaves
Casual Leave (CL): Leaves taken for unforeseen situations or where you are required to attend personal matters for
one or two days are considered under CL. Maximum of 3 consecutive days can be taken under CL.
Sick Leave (SL): Any leaves taken on medical grounds for the employee or employee’s any family member, will be
considered under SL.
Earned / Paid Leave (PL): Leaves generally taken for vacation or for more than 3 consecutive days fall under PL.
Sick Leaves can be clubbed with Earned Leaves in case SLs are not in balance.
6.4 Availing Leave
Numerator follows the policy of “Earn and Avail”. If your joining date is in the middle of the year, then you will be
eligible for proportionate sick, casual and earned/paid leave.
6.5 General Procedure on Availing Leave
All employees should request for leaves through KEKA with prior notice based on the leave type.
a. For Casual Leave: Applications to be made at least 3 days in advance and needs to be approved before
commencing on planned casual leave. Leave that has not been availed will lapse at the end of the year.
b. For Earned / Paid Leave: Applications to be made at least 10 working days in advance for leaves required
for more than 3 consecutive days and needs to be approved by Manager before commencing on leave. For
less than 3 days, 3 days advance notice will suffice. Unused Earned leave can be carried forward to the next
year up to accumulation limit. Encashment will happen on gross pay at the time of exit only.
Any earned leaves taken for more than 10 working days will require approval from the Vice President / Director
of the respective Business Unit. Un-availed earned leave at the end of your service will be paid based on the
last drawn gross salary not exceeding to a total of 63 days of earned leave. This is fully taxable.
c. Leave without Pay: Leave without pay is granted only in exceptional circumstances approved by the
Reporting Manager /Team Leader. Depending on the circumstances, other unpaid leaves of absence may
be granted. Employees should make requests for a leave of absence to their manager who will submit it to
management and Human Resources for approval. Such leaves may be approved at the sole discretion of the
management.
d. Compensatory Leave: In case an employee is required to work on week-offs / Holidays, they are eligible for
compensatory leave based on the approval of Team Leader / Reporting Manager. In case there is no reporting
manager, leaves will be considered on a case-to-case basis. An employee will be eligible for compensatory
leave only if he/she has worked 6 hours on the week-off / holiday. Compensatory leave will be provided at
the discretion of the respective Reporting Managers / Team Leaders. The compensatory leave can be availed
during the calendar year, failing which they will be deemed as lapsed. For any week-offs worked in the last

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month of the calendar year, compensatory leave can be availed within the next two months of the new
calendar year.
6.6 Other types of Leave
a. Personal Leave of Absence

Employees who require time off in addition to paid time off may request a personal leave of absence without
pay for up to a maximum of 30 days. An extension may be approved in limited circumstances.
All regular employees employed for a minimum of 180 days are eligible to apply for an unpaid personal leave
of absence. Job performance, absenteeism and departmental requirements will all be taken into consideration
before a request is approved. Please contact Human Resources for more information on request procedures.
The employee must return to work on the scheduled return date or be considered to have voluntarily resigned
from his or her employment. Extensions of leave will only be considered on a case-by-case basis.
b. Parental Leave Policy:
Numerator recognizes that employees may need to be absent from work to care for a newborn child, a newly
adopted child, or a new foster child, or due to a pregnancy-related condition (referred to as Maternity Leave
in this policy). Numerator provides maternity & paternity leave benefits to employees to be with the child.
All female employees who have completed at least 80 days in the 12 months immediately preceding her
expected date of delivery with the company are eligible for Maternity leave in accordance with the Maternity
Benefit Act, and any applicable state or local law. All male employees are eligible for Paternity leave during
the birth of their child.
Length of Leave and Compensation During Leave:
c. Paternity Leave – – Father of newborns, a newly adopted child, or a new foster child, are entitled to 10
working days of paid Paternity leave. The leaves must be applied for a minimum of 5 days period in a row.
Eligibility of benefit is restricted up to two surviving children only. The dates for leave under this Paternity
Leave policy must be coordinated with Human Resource and approved by the Reporting Manager.
d. Maternity Leave – All eligible female employees shall be entitled to a period of twenty-six weeks of which
not more than eight weeks shall precede the date of delivery. The payment of maternity benefits will be at the
rate of average daily wages. For female employees with two or more surviving children shall be entitled to a
period of sixteen weeks of maternity benefit, with no more than six weeks prior to her expected delivery date.
e. Leave for Adoption – All female employees are eligible for a maternity leave of 12 weeks for adopting a
child below the age of three months from the date of adoption. It is also applicable to the “commissioning
mothers”. The commissioning mother has been defined as biological mother who uses her egg to create an
embryo planted in any other woman,
f. Additional Earned Leave – In addition to parental leave, employees may request time off pursuant to
Numerator’s paid time off policies, provided business considerations allow for such, Numerator may approve
up to two (2) weeks of earned leaves for salaried employees provided they have available leave balance.
Creche Facility For up to 1 year after a child’s birth, any employee nursing her child will be provided with a
creche facility.
g. Leave for miscarriage: Any female employee will be entitled to leave with wages at the rate of maternity
benefit, for a period of six weeks immediately following the day of her miscarriage on production of such
proofs as may be prescribed.

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h. For Illness/Premature birth: Any female employee suffering from illness arising out of pregnancy, delivery,
premature birth of child (Miscarriage, medical termination of pregnancy or tubectomy operation) is entitled to
a maximum of 4 weeks leave with pay, in addition to 26 weeks.
i. Election Leave: All the employees entitled to vote at election to the House of the People or the Legislative
Assembly of a State shall, on the day of the poll, be granted holiday. In cases where the possibility of granting
holiday due to business needs is not possible, employees will be granted at-least 3 – 4 hours of paid break
to execute their right to vote. In case of an employee being out stationed, he/she will be provided with paid
holiday.
j. Flexible paid time off is intended to build trust in working relationships. If an employee's performance declines
significantly due to abuse of this policy, the Company reserves the right to review the employee's use of this
policy and determine if discipline, up to and including dismissal, is appropriate.
7. EMPLOYEE STATUS AND BENEFITS DURING LEAVE
While an employee is on leave, the Numerator will continue the employee's health benefits during the leave period at
the same level and under the same conditions as if the employee had continued to work.
No Impact on Employment
Utilizing parental leave will not have a negative impact on employment status and may be combined with up to 4
weeks of unpaid leave if agreed with your manager and HR. Holidays that fall within the leave period will be paid
per company policy but cannot be accumulated for the future.
8. DOMESTIC & SEXUAL VIOLENCE
Numerator will provide an employee who is a victim of domestic, sexual violence or stalking, or who has a family or
household member who is a victim of domestic or sexual violence, with up to twelve (12) weeks of unpaid leave per
any twelve (12) month period to address issues arising from domestic or sexual violence. Leave may be taken
intermittently or on a reduced work schedule.
An employee may take leave to:

1. Seek medical attention for, or recovery from, physical or psychological injuries caused by domestic or sexual
violence to the employee or employee’s family or household member;
2. Obtain victim services for the employee or employee’s family or household member from a domestic violence
shelter or rape crisis center;
3. Obtain psychological or other counseling for the employee or the employee’s family or household member;
4. Participate in safety planning, including temporary or permanent relocation or other actions to increase the
safety of the victim from future domestic or sexual violence; or
5. Seek legal assistance to ensure the health and safety of the victim, including participating in court proceedings
related to the violence.
The employee shall provide the employer with as much advance notice as practicable under the circumstances of the
employee’s intention to take leave, except in such cases where it is not practicable to provide such notice. If an
unscheduled absence occurs, the employer may not take action against the employee if the employee, upon request
of the employer and within a reasonable period after the absence provides certification.
Employers may require certification that the leave is to be taken for one of the purposes enumerated above and that
the employee or employee’s family or household member is a victim of domestic or sexual violence. An employee

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may satisfy such a certification requirement by providing a sworn statement of the employee, and upon obtaining
such documents the employee shall provide:
● Documentation from a victim services organization, attorney, member of the clergy, or medical or other
professional from whom the employee or the employee’s family or household member has sought assistance.
● A police or court record; or
● Other corroborating evidence.
Numerator will provide reasonable accommodations to employees who are victims of domestic violence, sexual
assault or stalking for the employees’ safety while at work. A reasonable accommodation may include the
implementation of safety measures, such as a transfer, reassignment, modified schedule, changed work telephone,
changed workstation or installed lock; assistance in documenting domestic violence, sexual assault or stalking that
occurs in the workplace; an implemented safety procedure; or another adjustment to the employee’s job duties and
position. To request an accommodation under this policy, an employee should contact Human Resources. Numerator
will engage the employee in a timely, good faith and interactive process to determine effective reasonable
accommodations.
Numerator will maintain the confidentiality of all information pertaining to the use of the leave, notice of an employee’s
intention to take the leave, and certification provided by the employee.
9. BENEFITS
For more information regarding benefits programs, please refer to Numerator’s Summary Plan Descriptions, which
were provided to employees upon hire, or contact the HR Department.
9.1 Group Mediclaim Insurance
Numerator currently offers full time employees’ enrollment in medical insurance coverage from the time of their joining,
provided they do not fall under ESIC.
Employees have up to a week from their eligibility date to update their KYC details. Once made, the dependent details
are fixed for the remainder of the plan year. Changes in family status, as defined in the Plan document, allow
employees to make midyear changes in coverage consistent with the family status change. Please contact the HR
Department to determine if a family status change qualifies under the Plan document.
If an employee's marital status changes or there is a childbirth, please notify the HR Department.
9.2 Group Personal Accidental Policy
Numerator offers regular full-time employees who have been employed by Numerator an employer-paid group
personal accidental policy along with an accidental death and dismemberment policy. The policy generally pays a
death benefit equal to 100 times their monthly salary for AD&D. Detailed description of Group Medical Insurance and
Group Personal Accidental Insurance can be accessed on KEKA Organization Document Section.

www.numerator.com
9.3 Group Term Life Insurance
Numerator offers regular full-time employees who have been employed by Numerator an employer-paid Group Term
Life Insurance. The policy generally pays a death benefit equal two times of CTC. Detailed description of this can be
accessed on the KEKA Organization Document Section.

www.numerator.com

Numerator India - Employee Handbook

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Numerator India - Employee Handbook

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EMPLOYEE HANDBOOK

Effective January 1, 2023

Numerator India Pvt. Ltd. | CIN: U72209GJ2004PTC044805

Numerator India Pvt. Ltd. | CIN: U72209GJ2004PTC044805

Numerator India Pvt. Ltd. | CIN: U72209GJ2004PTC044805

Numerator India Pvt. Ltd. | CIN: U72209GJ2004PTC044805

Numerator India Pvt. Ltd. | CIN: U72209GJ2004PTC044805

1.2 Equal Employment Opportunity Policy

Numerator India Pvt. Ltd. | CIN: U72209GJ2004PTC044805

1.5 Internal Mobility Policy

Numerator India Pvt. Ltd. | CIN: U72209GJ2004PTC044805

Referral fees are reviewed periodically and subject to change.

1.7 Employment Definitions / Classifications

Numerator India Pvt. Ltd. | CIN: U72209GJ2004PTC044805

1.8 Outside Employment

1.9 Disciplinary Action

Numerator India Pvt. Ltd. | CIN: U72209GJ2004PTC044805

1.11 Personnel Files

Numerator India Pvt. Ltd. | CIN: U72209GJ2004PTC044805

2.1 Business Hours

2.3 ID Badge or Access Card Usage

2.4 Office Attire

Numerator India Pvt. Ltd. | CIN: U72209GJ2004PTC044805

Use of Numerator Computers

Online Social Networking Guidelines

Numerator India Pvt. Ltd. | CIN: U72209GJ2004PTC044805

2.7 IT Asset Management Policy

3. BUSINESS ETHICS AND CONDUCT

3.1 Standards of Conduct Policy

Numerator India Pvt. Ltd. | CIN: U72209GJ2004PTC044805

Numerator India Pvt. Ltd. | CIN: U72209GJ2004PTC044805

3.3 Anti-Harassment Policy

Numerator India Pvt. Ltd. | CIN: U72209GJ2004PTC044805

3.4 Individuals and Conduct Covered

3.5 Discrimination on the Basis of Gender, Gender Identity or Transgender Status

3.6 Complaint Process

Numerator India Pvt. Ltd. | CIN: U72209GJ2004PTC044805

3.8 Conflicts of Interest

Numerator India Pvt. Ltd. | CIN: U72209GJ2004PTC044805

3.9 Favors and Gifts

3.10 Solicitations, Distributions and Posting of Materials

Violations of this policy should be reported to Human Resources.

Numerator India Pvt. Ltd. | CIN: U72209GJ2004PTC044805

● Identify whether it relates to the Company and how:

4.1 Basis for Determining Pay

**Compensation for Working on a Holiday / Week Off

Numerator India Pvt. Ltd. | CIN: U72209GJ2004PTC044805

4.2 Error in Pay

4.3 Payment of Wages

4.4 Performance Management

Numerator India Pvt. Ltd. | CIN: U72209GJ2004PTC044805

5. HEALTH AND SAFETY

5.1 Smoke-Free and Tobacco-Free Workplace

The smoke-free workplace policy applies to:

5.2 Drug-Free Workplace

5.3 Workplace Safety

Numerator India Pvt. Ltd. | CIN: U72209GJ2004PTC044805

5.4 Security-Related Issues

5.5 Emergency Procedures

6. TIME AWAY FROM WORK

6.1 Public Holidays

6.2 Leave of Absence