Munich, 24 September 2020

Employment Contract

Kodihalli Ramesh Sharathguru

 between

Far-Galaxy Networks
Inh. Sebastian Fohler
Asternstr. 5
D-80689 Munich

– hereinafter the "Employer"–

and

Mr/Ms/Mrs
Kodihalli Ramesh Sharathguru
Gangadharapur Layout, house no. 3
Block 2 Doddaballapur
561203 Karnataka
INDIA

– hereinafter the "Employee"–

Gender clause
For reasons of legibility, gender-specific phrasings will not be used below. Where personal
designations are only used in the male form, they refer equally to men, women and other.

§ 1 Start of employment and probation

The employment shall commence on 01 October 2020 and shall continue till 31 March 2021.

The first six months shall be deemed probation. During probation, the employment may be
terminated by either party with a period of notice of two weeks without any fixed end date.

§ 2 Work

Employee is employed as Software Engineer.

He commits to also perform other work – including in a different location – that corresponds to his
prior knowledge and skills. This shall apply as far as reasonable upon reconciliation of Employer's
and Employee's interests, and not connected to a reduction in wage.

The regular workplace may be chosen freely as far as not explicitly instructed otherwise.

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§ 3 Remuneration

Employee shall receive a monthly gross remuneration of

EUR 450.00.

The remuneration shall be paid via bank transfer. The

payment shall be made, at the latest, by the 15th
banking day of the subsequent month.

Any special payments shall always be granted by

Employer as a voluntary benefit. It shall not give
Employee any legal claim for the future, even if a benefit
is granted repeatedly.

§ 4 Working time

The beginning and end of the daily working time shall be determined by operational needs.

The regular weekly working time already considers standby work in the scope of the legally
permitted maximum total weekly working time.

Employee is obligated to record his working hours performed every day and to observe instructions
of Employer concerning the content and form of the record.

Employee commits to put his entire labour into the company's service. Any overtime and additional
work that arises shall generally be compensated by time off in lieu. Monetary compensation shall
not take place.

§ 5 Workplace and equipment

The following shall apply as far as Employee works at home or at the customer's site:

Home Office

1. Employee is obligated to report any pending relocation to Employer in writing without undue
delay.
2. Employee declares that the home office is located in a room that meets the requirements
for permanent presence of people, is intended for this and suitable for performing
Employee's tasks. The home office must be lockable. It must comply with the requirements
of the workplace regulation, the screen regulation, the accident prevention provisions and
any other relevant provisions, each as amended from time to time. Suitability of the home
office according to the above provisions may be reviewed by Employer or an officer
charged by him by way of inspection. The data protection officer may participate in the
inspection if there are any legitimate interests.
3. Employee is obligated to keep the necessary technical prerequisites at hand in the room to
be used as the home office. The technical devices required must be coordinated with
Employer beforehand. In case of internet access, at least an access of the DSL connection
category is required.

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 Equipment

1. Employee shall receive working materials based

on individual agreements.
2. Provision of access to Employer's operational
computer (virtual PC) to third parties – including
household members of Employee – ("Third
Parties") is forbidden. Employee shall take
suitable measures to ensure that Third Parties
cannot access the provided equipment.
3. Employee shall only use the operation's software
and the operation's data carriers on the
operational computer (virtual PC). No external
programs and data must be copied from external
data carriers or Employee's PC or installed from
the internet.
4. Calling up, providing or distributing illegal contents – in particular those that violate criminal,
personality-rights, license or copyright provisions – as well as unconstitutional,
discriminatory, racist or pornographic contents on any operational telecommunications
systems is strictly forbidden.

§ 6 Data protection

1. Protection of data and information, as well as data security, shall be according to the
provisions of the employment contract and the relevant statutory and internal provisions as
amended from time to time. Employee is obligated to strictly comply with these provisions.
Employer shall inform Employee of this in a suitable manner.
2. Employee is obligated to take suitable measures to prevent viewing of, and access to, data
and information by Third Parties. In particular, passwords and access paths to Employer's
data network must not be passed on to any Third Parties (in particular to household
members of Employee). Employee shall lock the home office when not inside.
3. Employee commits to not take any measures for recording or analysis of the data
transactions with Employer and the virtual PC in the network infrastructure used. No
documents or data must be exchanged with other home computers or stored there.
4. Employer shall have the right to store data on use of the operational telecommunication
systems for a duration of three months. Connection and content data alike are to be stored
in the scope of the personal data in question.

§ 7 Access rights

Employee is obligated to grant access to the home office to Employer or its officer upon Employer's
request, as well as to any persons who have an access right by law. Access shall be coordinated
with Employee in advance and must take place during the common operational working time.

In urgent cases, access must be granted without advance coordination.

Employee represents that his household members agree with this provision.

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§ 8 Liability

Work accidents in the home office during work, and

commuting accidents on the way to the operational
workplace, shall be subject to statutory accident
insurance.

In case of an accident, Employee shall prove that the

accident occurred during an insured activity.

Employee's liability for any damage incurred in

connection with the home office, including consequential
damage, shall be subject to the same rules as at the
operational workplace.

In case of damage caused by people living in the same

household as Employee or legitimate visitors, the
general liability rules shall apply.

Employee must report any damage to the equipment to Employer without undue delay.

§ 9 Use of systems outside of the employment

Employee must not use any operational EDP systems outside of the employment.

§ 10 Holidays

1. Employee has a claim to a statutory minimum holiday that currently amounts to 20 working
days per calendar year – based on a five-day-week. The statutory holiday claim shall be
used and granted first unless stipulated differently in a written agreement.
2. The holiday shall be granted and taken in the current calendar year. It is only transferred to
the next calendar year if urgent operational reasons or personal reasons of Employee
justify this. In case of transfer, the additional contractual holiday must be granted and taken
in the first 3 months of the subsequent calendar year. Otherwise, it will expire at the end of
31 March of this subsequent calendar year. This shall also apply to cases where Employee
is unable to take the additional contractual holiday due to illness. If the additional
contractual holiday is not transferred to the subsequent year according to the proviso of the
above absences, it shall expire at the end of 31 December of the respective calendar year.
Transfer of the statutory holiday shall be according to the respective statutory provisions.
3. If the statutory holiday cannot be granted wholly or in part due to termination of the
employment, it shall be compensated according to the proviso of the respective applicable
statutory rules. Compensation for the additional contractual holiday claim is excluded.

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 4. In the entry and leaving year, the contractual
holiday shall be granted pro rata temporis each.
The statutory holiday claim shall be subject to the
statutory provisions in this respect. As far as the
statutory claim is to be granted pro rata temporis
as well, the statutory and contractual holiday
claims shall be added up under observation of the
rounding rule of § 5 (2) BUrlG, and the pro rata
temporis ratio is to be determined from the total.
The above rounding rule shall only be applied in
the last step.

§ 11 Illness

If Employee is unable to work due to illness not caused by his own fault, he shall have a claim to
continued remuneration for the work for up to six weeks according to the statutory provisions. The
prevention from work must be reported to Employer without undue delay. If the inability to work
exceeds two calendar days, Employee shall submit a medical certificate of his inability to work and
its expected duration no later than on the second calendar day. This evidence obligation shall
apply after the end of the six weeks as well. Employer shall have the right to demand submission
of the certificate of inability to work at an earlier time.

§ 12 Confidentiality

1. Employee shall keep any operational matters that become known to him in the scope or
due to his work for Employer confidential, including after the end of the employment.
Employee commits to keep the provisions in his employment contract and any operational
matters of a confidential nature, in particular business and operating secrets that become
known to him in the scope of, or due to, his work for Employer, both during the term of this
contract and after its termination, confidential. Confidential matters shall also include the
personal situation of employees and supervisors (e.g. attachment of salaries, advance
payments, loans). The obligation to confidentiality shall not apply to facts that are obvious
or do not require secrecy based on their relevance.
2. The obligation to secrecy shall cover the corresponding matters of other companies with
which Employer is organisationally or economically affiliated as well. The obligation to
secrecy shall also cover any data and information that has become known concerning the
customers of Employer and its affiliated companies. It shall continue beyond the end of the
employment.
3. He commits to pay a contractual penalty amounting to two gross monthly salaries (this
corresponds at present to EUR 900.00) for any violation of the obligation to confidentiality.
4. Furthermore, Employee shall owe Employer reimbursement for any damage it incurs from
the violation of obligations.
5. If Employee violates his confidentiality obligations, this may lead to termination. Employer
also informs Employee that betrayal of secrets is punishable under § 17 UWG.

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§ 13 Secondary work

1. Employee commits to put his entire labour at

Employer's disposal during his employment and
to not engage in any secondary work for
remuneration that may impair his labour or
Employer's interest in any other manner.
2. Employee shall report any intended secondary
work for remuneration, including the type, place,
duration and scope of the work, in writing. Any
secondary work for remuneration, no matter if
employed or self-employed, shall require
Employer's advance consent. Employee shall
inform Employer without prompting of any
secondary work already held at conclusion of the
contract and have it approved under the same
prerequisites. Employer shall approve the
reported secondary work or give its consent if
impairment of operational interests is not to be
feared.
3. Consent or approval granted shall be revocable subject to reasonable discretion if any
factual reasons apply.
4. The above reservation of permission shall not apply to volunteer work in the charity, social,
religious and political areas that do not impair interests of Employer to be protected.

§ 14 Termination

After the end of probation, the period of notice shall be 1 months at the end of a calendar month for
either party. Any statutory extension of the period of notice to the benefit of Employee shall equally
apply to the benefit of Employer. Notice of termination must be given in writing. Electronic form is
excluded.

Employer shall have the right to suspend Employee until the end of the employment. Suspension
shall take place subject to off-setting of any holiday claims that Employee may still be due and any
credit in the working time account. During the period of suspension, Employee shall accept off-
setting of any remuneration he acquires by use of his labour against the remuneration claim
against Employer.

The employment shall end at the latest on 31 March 2020.

If the contract ends by termination, amendment agreement or notice of termination for amendment,
the provided work equipment shall be returned to Employer, along with all provided documents,
without undue delay upon prompting from Employer. This shall also apply in case of irrevocable
suspension of Employee.

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§ 15 Special obligations of Employee at the end
of the contract

1. Employee shall introduce another employee as

successor in the scope of the contractual
obligation to work. Special costs arising from this
for Employee shall be reimbursed upon
agreement and individual evidence.
2. Employee shall return any objects that are
connected to the work, or that belong to
Employer, at the end of the employment contract.
This shall specifically include documents and
data carriers of all kinds. No copies of any kind
that must be kept secret or that refer to work
results that belong to Employer (no matter who
created them) may be retained. Employee shall
confirm that this obligation has been met in full to
Employer in writing.

§ 16 Expiration/limitation periods

Any claims from the employment shall expire if not asserted against the contracting partner in text
form within a limitation period of three months after they become due, and, in case of refusal by the
contracting partner, in court within another three months. This shall not affect claims due to actions
based on malice or gross negligence.

The limitation period shall not apply to an employee's claim to statutory minimum wages.
Remuneration claims of Employee that exceed the statutory minimum wage, however, are subject
to the agreed limitation period.

§ 17 Place of work

The place of work is Munich.

§ 18 Additional agreements

The employment shall only be concluded upon submission of a police clearance certificate. § 616
German Civil Code shall be excluded.

Furthermore, Employee shall be obligated to participate in further and additional training measures
upon Employer's instructions if this is necessary for operational reasons.

§ 19 Contract modifications and side agreements

There are no implied, oral or written side agreements. Modifications of, and amendments to, this
contract shall require text form. This shall also apply to revocation of this clause. Employee shall
not acquire any claims from operational habit. Contract modifications by individual agreements
shall be effective without any requirements to form.

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If individual provisions of this contract are, or become,
ineffective, this shall not affect the effectiveness of the
remaining contract.

Employee commits to inform Employer without undue

delay about any changes to his personal situation such
as marital status, number of children or address.

§ 20 Operational and collective bargaining

provisions / opening clause

At the time of conclusion of the contract, no provisions

under collective bargaining law (collective agreements,
works agreements) are to be applied to the employment
with Employer. If collective or operational provisions are
to be applied to the employment at a later time, and as
far as Employee is included in the personal scope of
application, such provisions shall take precedence over the provisions of this employment contract
and any other agreements in the employment contract, even if they are less beneficial for
Employee from case to case. This applies, for example, to matters of operational order, a change
to the operational working time structure or voluntary social security contributions. This reservation
shall also apply to multiple changes.

§ 21 Severability

If individual provisions of this contract are ineffective or unenforceable, or become ineffective or

unenforceable after conclusion of the contract, this shall not affect the effectiveness of the
remaining contract. The ineffective or unenforceable provision shall be replaced by such effective
and enforceable provision that comes as close as possible to the economic objective pursued by
the contracting parties with the ineffective or unenforceable provision in its effect. The above
provisions shall apply accordingly if there is any gap in the contract.

_____________________________ ___________________________
Place, date Place, date

_____________________________ ___________________________
Employee's signature Employer's signature

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