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Dear Employee,

Hyperlink Infosystem has always considered its employees as ‘Assets’ and has nurtured
them with care and affection. With growth in number of employees, it is highly important
that each member of the team moves symmetrically with the mainstream. Each new
employee joining the company should have a very clear understanding of the policies,
culture, values and style of working.

With this objective in mind, we are pleased to forward you the ‘Employee Relationship
Manual’. It supplements the terms and conditions of employment as detailed in the
employment contract/agreement. The company reserves the right to amend, delete, add
or annex any terms and conditions of service as and when necessary. The contents of
this book are to be kept strictly confidential and are intended to be used as a reference
for the company and the staff.

The Company releases the policy every calendar year. The company follows the Calendar
year from January to December.

Any doubt or query concerning the content of this handbook should be forwarded to the
Human Resource Department.

This policy is apart from the agreement content and it is applicable from 1st JAN to 31st
Dec, 2024.

With Best
Regards, HR

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Mission

Our Mission is to deliver innovative, best-in-class mobile & web solutions to our
customers, consistently outperform our peers and provide a dynamic and challenging
environment for our employees.

Vision

Our vision is to become the most progressive, premium global IT hub and the world
leader in IT Enabled Services. Our contribution to the society at large will grow as we
grow.
We will earn our customers’ appreciation through continuous evolution and
improvementdriven by our integrity, teamwork and innovation.

Values & Culture

A company’s values are the core of its culture. While a vision articulates a company’s
purpose, values offer a set of guidelines on the behaviors and mindsets needed to
achieve that vision.
Progressive, Friendly & Passionate: Continuous improvement is an integral part of our
culture. Each time we endeavor to create new standards of performance. Maintaining
caring relationships with our employees and customers has been the driving force behind
our every action. We strive to create a vision and ignite the organization to turn that
vision into a reality.
The passion, competitive spirit and fire to achieve, are the factors which brings out the
bestwithin every employee.

At Hyperlink Infosystem each individual is looked upon as a fountain head of creativity

and innovation. Trusting the innate strengths and capabilities of our employees and
giving them a level of freedom wherein they strife hard to execute the organizational
vision, has been the driving force behind our success.

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1.0 Working Hours & Breaks

1.1 Office Timing & Flexibility

Standard timings are 9:30AM to 7:00PM. In some cases, employees will be given some
specific hours to start & end their work due to project dependencies and time zone issues
with some clients as we are working with global clients in IT Industry.

The company can decide the working days of an employee/trainee based on the
performance. It can be 5 days a week or 6 days week. No OT or comp off will be given in
case the company calls anyone to work on Saturdays if the performance is not as per the
expectation.

At Hyperlink Infosystem, there are two types of work mode/facility, Work From Office

❖ Work From Home

❖ Work From Office

❖ Work From Office:

The employees who are doing Work From Office, for them timing is from 9:30 AM to
7:00 PM. Employees are given the flexibility of 45 minutes to 1 hour in the morning.

If an employee is late thrice in a month than an written warning will be given and even
after employee's late incoming is continued then INR 100 will be deducted directly from
the salary without any prior notice. If an employee works for 4 hours & 15 minutes or
more hours but less than 8 and a half hours in a day, it will be considered as a half day.

All training sessions will be offline from the office even for WFH employees so if you are
assigned as a trainer, please make a note of the same. Mentors will also be called to the
office.

If any employee needs WFH for limited period of time or even for a day, then it should
be applied through the system only before 3 days. No email, verbal or Skype conversation
will be considered. There is a separate WFH policy uploaded. Please check it for more
queries.

The daily working timings are managed through Time Doctor & HLIS EmPro. If the
working hours are not finished in any of the above systems, then you may have to face
salary deduction.

❖ Work From Home:

We have WFH policy uploaded separately on HLIS EmPro. Please read it carefully.

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Please take care of the below points to avoid deduction in Salary:

1. Leave Application should be through HLIS EmPro only. Any email for leave application
will not be considered.
2. Daily check on your calendar or short fall hours and apply for regularization or
settlement through HLIS EmPro system & time doctor.
3. An Employee needs to apply for regularization or settlement for last working day of
the month on the same day while logging out from the system if you have hours. If
anyone does not have any hours, then please login to the EmPro system on the next
day before 10AM from personal or company’s system and fill in the POP UP without
fail. If any employee fails to do so the LOP will be captured while processing the
salary.
4. If an employee is on leave, he or she needs to clear his/her calendar before going on
leaves. This reason will not be considered if LOP is captured.
5. If an employee is on any medical emergency, submitted the reports & the request is
genuine & valid then TL/HR can consider the request and will not deduct anything
until you get back to the office. But everything needs to submit well in advance. If it
is not submitted in advance then the company will process as per the system.
6. If anyone wants to apply for LOP then those types of leaves should be added through
the system only.

1.2 Approval on Incoming & Outgoing Time changes

In case of any urgency or personal work, if you are supposed to change your incoming &
outgoing time for a particular/specific day then time can be changed only on the prior
approval of your TL, considering your work. So even if you have booked bus or train or
flight before taking permission, company will not be responsible for the same.

On Fridays or day before any holiday or leave, no employee can leave early before prior
permission from TLs or seniors through email. The urgent work needs to be finished first.

If your Login timings are post 10:30 then it has to be permitted by your TL through an
official email.

1.3 Lunch break

Lunch break is from 1:00 PM to 1:40 PM or 1:40 PM to 2:20 PM. No employee will be
given extended lunch break than 2:20 PM even if he/she takes lunch lately. Employees
are requested to resume back to work in their respective timings.

1.4 Evening Break

Evening break has been introduced for the refreshment. It will be of 20 minutes in the
evening from 4:40 PM to 5:00 PM compulsorily at a fixed time (No requests will be
considered). If you are taking evening break post 5PM then a written permission from
your TL is needed.

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1.5 Attendance System and it’s Calculation

The Hyperlink Infosystem is having HLIS EmPro & Time Doctor. These systems help to
track the records of attendance, leaves, early in and out times, working hours, break
hours, number of projects worked upon, performance appraisals and many more details.

To track the lunch break employee has to feed the “lunch start and stop time” in the
HLIS EmPro system and same goes with the evening break.

1.6 Attendance Issue

In case the employee is not able to enter his/her attendance on a particular day, it will
be directly considered as LOP. Applying leave, project settlement or training settlements
are mandatory every single day if any short fall shows in the system after log off. Failing
to perform this activity may lead to salary deduction.

In case of early leaving or late coming employee has to take the prior permission from
the TEAM LEAD (TL) and he/she is responsible to regularize in the system informing the
same.

If any employees do not have project hours, then requesting for hours in a timely manner
is employees’ responsibility.

HR will prepare the salary data on 1st of every month by 10:30AM. No changes in the
salary data will be made after 10:00AM on every 1st of any month.

Employee needs to clear all settlement, leave application, regularization by last day of
the month. Even for the last day settlement, it can be applied after log off on the last
day. Or it can be done on the 1st before 10AM.

Do not keep any settlement, leave application, regularization pending after 10AM of the
1st day of any month.

2.0 Dress Code

While the company does not wish to limit the employee's expressions of taste and
individuality, the employee's must be aware that what the employee wears to work is a
reflection of his/her professionalism and that of the Company. Extremely casual dressing
is generally not considered appropriate for work. Please wear clothes which are washed
& properly ironed.

At Hyperlink Infosystem, employees can wear semi-formals or normal casual. During the
visit of the clients, all the employees will be instructed to wear formals.

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3.0 Terms of Employment

3.1 Appointment

All appointments are based on candidate’s resume, performance in interviews,

personal/telephonic discussions etc. Upon selection, a candidate is issued an offer letter
after completion of the digital & physical documentation process with their own cheque.
Once the offer letter is accepted, and the candidate joins the company, he/she is issued
an appointment letter. Appointment letter will be given after the training or probation
period.

Appointment letter is issued in duplicate; one copy should be duly signed and returned
to confirm his/her acceptance to the terms and conditions therein.

3.2 Joining Formalities

Offer letter mentions the date of joining, base location, compensation &
Probation/Training Period.

Other formalities include the intro call with the Team Leader, understanding of
company’s system & Induction call by HR.

Login to HLIS EmPro, Skype & Webmail account (Official Email ID) is the first step to get
into the company’s system on the very first day.

The list of joining documents is mentioned below:

1. PAN Card Copy (For Indian Nationals)

2. Passport size photographs (2)
3. Aadhar Card copy
4. Experience & Relieving letter from previous employer.
5. Salary slips of last two months from your previous employer
6. Photo, any two ID proofs of your guardian
7. A cheque of Cheque in trust amount from your own account. Submitting your own
account’s cheque is mandatory in the given deadline by HR.
8. Offer letter, Joining Letter or Appointment letter of the previous employees if the
employee is experienced.

The stipend or the salary will be only released after submitting one’s own cheque after
joining. If the cheque from one’s own account or the necessary documents (Including
signed agreement & system agreement copy) are not submitted the salary or the stipend
can be put on hold at any time. Those employees who do not have a valid Aadhar card &
PAN card have to immediately apply for the same and submit a copy of the same to the
HR dept within 2 months of joining the company.

Please enter correct details in HLIS EmPro. If you face any difficulties then please ask the
help of HR but adding wrong information will cause many confusion in the future and
the company will not take any responsibility of the loss occurred due to any wrong
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 information entered.

Past employer verification will be done by HR, If it is not done due to delay in past
employer’s reply or delay from employee side before 27th of any month then the salary
of that employee will be kept on hold. After clearance of verification, the salary will be
released.

3.3 Probation Period

All employees have a probation period of one to three months or as per the email from
HR. The probation period can be extended if employee’s performance is not found to be
satisfactory. Extension of probation is at the sole discretion of the Management. On
completion of initial probation period, unless otherwise informed, employee shall be
treated as confirmed. Only necessary leaves will be approved during probation period.

3.4 Confidentiality

During the course of your employment, you will come across the assignment which
relates to the client’s /company’s business and your assignment. All such information
will be confidential in nature and proprietary for the client’s / company’s business. You
are required not to divulge any information related to your work or the
client’s/company’s business to any outside agency/platform without prior permission
from the Company. The obligation under this clause shall continue even after
termination of the agreement you sign. The company can take legal action if this term is
breached.

3.5 Transfer & Reassignment

An employee may be assigned or seconded from one department, office building,

location, and branch to another in India or abroad or the same city. He may also be
required to undertake additional duties apart from the normal duties of the post to
which he is appointed. An Employee may request for transfer from one working place to
another, however, transfer of Employees shall be the prerogative of the Management
and shall not be disputed. An Employee may be reassigned, subject to performance of
his/her duties and on the recommendation by his/her Superior and/or Departmental
Manager. All recommendations for reassignment shall be determined by the
Management as and when required.

The Employee/trainee will not be entitled by reasons of these changes to any additional
remuneration/facility other than explicitly set out. If the employee has signed an agreement and
resign due to transfer or assignment of any work then the employee will be entitled to pay the
Cheque in trust amount.

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4.0 Salary

Accounts department will be soon announcing the new process of salary account
opening.

During the training period, any team member does not need to open a salary account.
Only confirmed employees can start the process by taking the permission of accounts
team.

Salaries are processed on the first to 3rd day of the month. If those days of a month fall
on a weekend or holiday, the salary will be credited on the next or previous working day.
The Company pays Employees by way of a direct credit into the Employee’s bank
accounts.

In case of appraisal, the salary of a particular employee will be processed in between

7th to 10th Date of a particular month.

The company credits the salary as per 30/31 days rule. Kindly keep a note that any
deduction will also be based on 30/31 days rule.

This rule has been explained with some examples in the “Leave” section. Please refer
point no. 6.4 for the same.

For Trainees:

The stipend will be given to a trainee in between 1st to 7th Date of a month through the
personal bank account. Trainee has to share the personal bank account details via HLIS
EmPro. If the account details mentioned by the trainee is incorrect then the company
will not be responsible for any fault in the transaction.

If the documentation process including the physical cheque from own account and
physical signed copy of agreement is not submitted within the deadline, then the
trainee or employee is not eligible to receive any letter, document, salary or stipend
from the company. (This is for both trainees & employees).

To open a salary account, an employee has to carry following documents.

1) Three passport size photographs

2) Driving license
3) PAN card/Passport copy/ Adhar card copy
4) Copy of light bill/Phone bill/Gas bill
5) Letter from company with stamp & HR sign
6) Once the salary account is opened up, employee will be notified by bank.

Employee has to share the official Salary account details to Accounts team via email
acc2.hyperlinkinfosystem@gmail.com. Keep the respective HR person in loop.

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5.0 Expense Reimbursements

5.1

All the official expenses should be pre-approved, if not budgeted. Reimbursements will
be done, only of approved expenses.

https://forms.gle/qq2WZsHAyRs5FZQW7

Kindly fill this Google form if you have made any expenses. HR will process it
accordingly.

5.2

Employee needs to attach the receipts for all the expenses claimed within stipulated
period. No payment will be done without receipts. Hard copies of receipts need to be
submitted to Accounts Department and Soft copies of Receipts need to be submitted via
mail before collecting/receiving the payment.

Employee will not be eligible for reimbursement of Monitor, CPU, Mouse, keyboard,
RAM or any other system part if it is not pre-approved. Employee has to collect it from
the office or bare the courier charges. In case during courier, any damages occur then, it
is solely employee’s responsibility to take care of the cost. The company will not provide
any kind of expenses for the personal system.

5.3

Any employee who stays late after their working hours in the office will be paid for their
evening meal by the company which is subject to give original bills up to INR 150 per
person. Any employee who would not provide the original receipts will not be able to
avail this benefit. Receipts need to be submitted in advance to Account Department via
email before collecting/receiving the payment.

5.4 Kindly note that the salary & official letters may be put on hold due to in-disciplinary
norms. In serious cases, immediate discontinuation can also be processed.

Following are some examples of indiscipline.

1. Took WFH without permission

2. Took leaves without permission
3. Misconduct
4. Illegal or mis-behaviour
5. Repeated or major Attendance Issues
6. Dishonesty
8. Discrimination
9. Harassment or violence towards co-workers
10. Inappropriate behaviour with any company related person or clients
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11. Failure to perform the job functions as per the expectations
12. Continued with WFH without any further permission
13. Did not submit the system of the company on given time.
14. If the Employee takes leave or WFH for continuous 2 Days or more days without prior
approval from HLIS EmPro; the Employer may hold the official letters & salary.
15. Denies WFO even after receiving messages or emails from HRs or TLs or Seniors.
16. Breach of confidentiality of company’s data.
17. Failure to give output as per the need of the project.

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6.0 Leave Policy

6.1 Objective

Leave benefit is provided to employees with the intention of providing rest, restoration
of health and for fulfilling social obligations. The objective of the leave policy is to have
a healthy and efficient staff for the company.

6.2 Leave Year & Applicability

Leave year will be January – December. Leave has to be applied well in advance.
Generally, leaves are approved by the reporting managers but in case of business
exigencies, the reporting manager may cancel/ reduce the leaves applied or leave
approved. If you still take leave which is unapproved then it will be considered as double
“leave without pay”.

All the leaves need to apply through HLIS EmPro. Leaves which are applied through email,
verbally or on Skype will not be considered.

If employees forget to apply for leaves within the specified timeframe, HRs will not be
able to submit leave requests on their behalf, whether for casual leave or any other type.
Therefore, refrain from urging HRs to apply on your behalf in such situations.

HRs are not concerned people for your leave matters.

6.3 Eligibility of Leaves and Allocation

Leave for Employees:

Employees are eligible to get 14 working days of leaves in a year. Out of fourteen total
leaves,

Casual Leaves (CL) - 6

Sick Leaves (SL) - 6
Emergency Leaves (EML) – 2

Leave for Trainees:

Trainees who are hired as a fresher are eligible to get 14 working days of leaves in a
year. Out of fourteen total leaves,

Casual Leaves (CL) - 5

Sick Leaves (SL) - 4
Emergency/Exam Leaves (EML) – 5

Trainees can visit their college only on the weekends for their Project work. Project
definition will be given by one month of your joining.

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Trainees cannot take any personal leaves more than 3 leaves during training period as it
will affect their training sessions.

Trainees will have to cover the missed sessions & tasks during the leaves on their own.
No sessions will be repeated due to your leaves.

6.4 Casual Leaves:

Casual Leaves will be applied individually for each day. For example: If an employee
wants to apply 2 or more consecutive casual leaves, then the employee needs to
apply each CL individually.

In case of WFH, if any employee’s system needs any repair work in the office, then he or
she needs to come to the office as per the instructions of the system admin person by
applying the CL/EML from the system.

If it will be done remotely then no need to apply for any leaves. A suitable timer will be
provided.

6.5 Leave without Pay/ Loss of Pay

An Employee who is appointed during the course of the year shall be entitled to the
above leaves on pro-rata basis. If any employee takes any casual leaves more than the
given CL then it will be considered as “leave without Pay/ Loss of Pay” even if you have
remaining leave balance for other categories and the same is applicable to sick leave or
any type of leaves as well.

If any bookings are done before the approval of any leaves and for any reason the leaves
are not approved then the employees need to cancel their booking. If any rejected leave
is availed then “Double LOP” will be considered.

If you are on sudden leave and can not provide valid medical certificates, reports, doctor
contact details to verify or any other proof within time then the company may put your
salary on hold and release after verification of the reasons of the sudden leave/s.

Any leave more than allotted leaves will be considered as “Leave Without Pay”.

To make the LOP clearer let’s understand it with few examples:

If an employee wants to take any leave for 2 days which is combining with Saturday &
Sunday (weekend) but employee does not have any leave balance. So in that case Loss of
Pay will be considered and total 4 days of salary will be deducted i.e. Friday, Saturday,
Sunday & Monday. In short LOP will be considered continuously including weekends as
well.

Note: If your leave is till Friday and not continued till Monday then Weekends will not be
counted in LOP.
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 The company counts the salary as per 30/31 days rule.

Our accounts team is one stop contact place to know more about the topic of LOP as per
30/31 days rule

LWP/LOP For Trainees:

During the training period, If any leave is taken under Leave without Pay or Loss of Pay,
then these LOPs will be deducted from the salary after the employee confirmations. No
deductions for LWP/LOP will be done form the stipend.

6.6 Weekends Off

We have the policy of all Saturdays off in a month but the company can ask any
employees to work on Saturdays if deadlines of given tasks/projects are not fulfilled
without any comp-off or OR given.

For Trainees:

As the initial stage of the career more focus is required so the company has provided 2nd
and 4th Saturday off in a month.

6.7 Leaves for wedding

• Employee will be given 7 days' (Including Weekends & Public Holidays) paid leaves
upon prior approval from the management for their own wedding.
• CL, SL & EML can be availed in wedding leaves with the prior permission of the
Management.
• Wedding leaves need to be applied at least before two months.
• If any employee is taking leave apart from those 7 days than exceed leaves will
be considered as “Leave without Pay” in case you are not using any other leaves.
• You are entitled for one day paid leave for your own engagement. An invitation
card is mandatory to submit while taking the leave for your own engagement or
wedding.
• If an employee is already married or engaged then please do not apply any leaves
under WL or EL for relatives wedding or engagement.

6. 8 Leave carry forward.

Comp Off leave balance will be carry forwarded to the next year till 3 Comp off of the
whole year. Comp off requests will be approved only when the TL has allowed you to
work for any Holiday or weekends. Any employee can not directly start working on
Holidays & Weekends and request for Comp Offs.

Leaves need to be planned very well in advance and it should not affect your work any way.

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 7.0 Maternity Leaves

1. An employee who has been employed with Hyperlink Infosystem (“the Company”) for a
minimum period of two years, excluding the training/internship period, from the expected
date of delivery and has satisfactorily worked for at least 80 days during the preceding last
one year period shall be entitled to maternity leave as provided for under the Maternity
Benefits Act, 1961 and the amendment thereto.

2. If eligible, the employee can seek maternity leave:

(a) for a maximum period of 26 weeks during and/or post pregnancy. However, the
employee shall be entitled to avail of maximum 8 weeks of leave prior to the expected
date of delivery and the remaining after birth of the child, in case of first child;

(b) for a maximum period of 12 weeks during and/or post pregnancy. However, the
employee shall be entitled to avail of maximum 6 weeks of leave prior to the expected
date of delivery and the remaining after birth of the child, in case of third or any further
children including adoption (under the age of 3 months) and/or commissioning;

(c) for additional 30 days incase of sickness arising out of premature delivery or medical
termination of pregnancy.

(d) The employee needs to give it in a written format that she will join us back after her
maternity leaves after 6 months from the leave taken.

For the benefit of the employee, depending on the health, the 8 weeks period of leave prior
to the expected date of delivery can be suitably revised.
3. In case if the Company feels that due to the nature of work, the employee can work from
home during and/or after pregnancy, the employee may be permitted to do so on such
conditions as may be deemed fit and proper, on the sole discretion of the Company.

4. The Application seeking maternity leave should be submitted by the employee at least 3
months (90 days) in advance, in writing to the concerned Department Head and mark a
copy to the Human Resource department on hr@hyperlinkinfosystem.com.

5. The employee shall not be allowed to club any pending leaves (annual or otherwise) and
thereby extend the maximum period of maternity leave.

6. The employee shall be entitled to salary on account of availing maternity leaves at the rate
of the Average monthly/daily wage i.e. salary drawn by the employee during the period of
3 previous months immediately preceding the date from which she absents herself on
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 account of maternity. It is made clear that any/all such payments towards the time the
employee has remained absent from work due to maternity leaves shall only be
paid/payable if the employee after the maximum period of leave does join back the
employment at the Company for full time basis. That the salary to be paid to the employee
on account of maternity leaves shall be paid only a month by month basis after the
employee re-joins the Company as a full time employee and not during the period of
absence from the Company.

7. The employee shall not be entitled and/or eligible for appraisal in case if the employee seeks
maternity leave either during the period of appraisal and/or 6 months prior thereto. The
employee shall be considered for appraisal and/or promotion at the time of re-joining the
Company post the maternity leaves. It will be company’s decision when it wants to give
appraisal after the full time joining of that female employee. The female employee needs
to at least finish 12 months as a Fulltime employee from the past Increment month to
receive the next Increment.

8. If the female employee is joining the company as a fulltime employee after a gap of more
than 8 months then the company will need to check the vacancy of the post she was
working at.

9. If a female employee resigns and joins back on board then the employee will not be given
the benefits of the maternity leaves.

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 8.0 - Paternity Leaves

A person is eligible for 5 days paternity leaves It can be availed within one month of
thebirth of his child. These leaves cannot be availed after one month of the child
birth. Any leaves after the same will considered as leave without pay.

9.0 General Guidelines for Leaves

• 1 leave (Excluding weekend) has to be applied before 3 working days

• 2-3 leaves (Including/Excluding weekend) have to be applied before 5 working days
• 4-5 leaves (including/Excluding weekend) have to be applied before 10 working days
• 6-8 leaves (Including weekend) have to be applied before 1 month
• More than 8 leaves (including weekend) have to be applied before 1.5 months

If your leave application does not fall into the above-mentioned terms then it will be
rejected straight by TLs.

Also, please make sure that leave applied does not mean leave approved. Leaves can
be disapproved if it affects the urgent work and for the same the company will not be
able to carry forward any leave.

9.1

If any employee is on sick leave for two or more days than valid doctor certificate needs
to be submitted on the very next day when he/she resumes the office.

If any employee submits the reason that he/she did not visit the doctor then other valid
proofs need to be submitted.

If an employee fails to submit the certificate by the said time salary will be put on hold.

9.2

If there is a leave from same department/team then TL has full rights to decide to
approve or cancel the leaves of any employee considering the work plan and load.

10.0 - Procedure for Leave Application

For the application of each leave, applicant needs to apply it through HLIS EmPro. HR
department will be giving you the demo of the same software within the week of your
joining. If you are having any doubt or any query then you can contact HR immediately.

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10.1

Any leaves without any prior notice will not be approved and those will be Leave Without
Pay. Kindly do not manipulate in your reasons to take leaves. Reasons of leaves should
be true and genuine.

10.2

If you are availing any leaves in any emergency case without prior notice, you need to
immediately inform on the company's official number and your respective managers.
The emergency contact number is 7600188189 & 9099629692. You can also send an
email on HR/TL IDs.

Later on, once the employee joins back, the leaves need to be applied through the system
under appropriate leave type.

11.0 Cancellation of Sanctioned Leave

The reporting manager can also cancel the sanctioned/approved leaves due to any
situation regarding the work or need basis. If an employee proceeds to avail the
cancelled leave, then those days will be treated as “Double Leaves Without Pay”.

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12.0 Performance Appraisal Policy

12.1 - Review Period

Performance Appraisal will be done once in a year from your date of joining with the
salary revisions based on the performance. To get an Increment, the employee needs
to complete at least 12 months from the joining (Excluding probation/training period
or any long leaves) or from the last Increment date.

If you join after 20th of any month or your training/probation period gets completed
after 20th of any month then the very next month will be considered as your increment
month.

Employees are required to work on any assigned tasks & projects, any denial to those
tasks will not be entertained. The company will not tolerate any money loss due to this
reason. Necessary strict action will be taken in these cases. Employees have been given
the points which will be considered during appraisal by the company. If you are not
aware of the same, please contact HRs immediately.

12.2

Kindly note that appraisal is strictly based on the performance during your
performance period (entire year).

We follow yearly appraisal cycle. Any training/probation period is not included in

the Appraisal cycle. The performance appraisal cycle will start after completion of
the training/probation period.

The company will decide the process of giving the appraisal to the employees.

13.0 - Appraisal Process

1. To ensure fair and accurate performance reviews, we follow multiple review process
which includes regular feedbacks from Project Manager, CEO & mainly data available in
HLIS EmPro (For those who work on projects).

2. We have separately given a document where we have mentioned all the criteria of
the final decision of Increment amount. Please go through the same. If you do not have
the same, please contact HRs immediately.

3. If developers are failed to meet the deadlines in three (3) consecutive tasks then a
performance notice will be given by the company to the developer and this may cause a
termination without prior information.

4. After getting the appraisal, if the performance of the employee becomes very

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disappointing then the company may take the increment back as well.

5. After getting the appraisal, an employee cannot put the resignation within next 4
months in case of no agreement renewal or no agreement after Increment. And
whenever an employee wishes to put the resignation, notice period will remain the same
(60 Days). The notice period is not included in these 4 months of time. Notice Period is
apart from it.

6. In case of renewal/new agreement after Increment, employee can not put resignation
until the agreement is not finished. Notice Period is not included in the agreement
period.

7. In Case of renewal agreement, an employee needs to make sure that the hard copy
of the signed agreement is submitted in person by 28th of the Increment month. Delay in
the whole process can lead to the delay in salary.

8. After sending the final amount to the employee, the employees will get the time of
10 days to think & finalize. If any day from these 10 days falls in the next month then the
Increment will be given to the next month’s salary with the arears of the Increment
month.

9. If appraisal amount is leaked then the company can take the increment back & reduce
the salary as well.

10. Increment month will be extended by every month on every 15 extra LOPs, taken
more than the given paid leaves.

For each and every project, a developer will be given ratings by following persons.

1) Respective Project manager

2) Harnil Oza
3) Escalation Manager
4) Delivery Manager
5) Testing head

For a systematic and fair appraisal, company is following the below mentioned process:

It is crucial for all employees to adhere to the outlined procedures to ensure a smooth and
efficient evaluation process. Please take note of the following steps:

Employee Self-Evaluation:

• Two months prior to your Appraisal month, the Performance Evaluation form will
be accessible on HLIS EmPro under the "OTHER" tab.
• This form will only be available for 15 days, and it is your responsibility to complete
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 and submit it on time.
• Missing this deadline will result in the delay or non-execution of the Appraisal
process.
Missing Appraisal Form:

• If you do not see the appraisal form within the stipulated two months, please
promptly contact the HR department.

Team Lead Evaluation:

• Following your self-evaluation, your Team Lead will fill out the Performance
Evaluation form.

Data Collection from Managers:

• Data will also be collected from the Delivery Manager and the Escalation Manager
to ensure a comprehensive assessment.

Review by Mr. Harnil Oza:

• Both the self-evaluation and managerial forms, along with additional data from
managers & EmPro, will be sent to Mr. Harnil Oza for a thorough review.

Notification of Increment:

• Employees will be informed about the salary increment via email starting from the
20th onwards of the Increment month.

Salary Increment:

• Upon Mr. Harnil Oza's review, the incremented salary (Old salary + Increment) will
be credited between the 7th to 10th date of the following month after the process
of renewal of agreement if any.

Please ensure you comply with these steps to facilitate a seamless appraisal process. Your
cooperation is essential in maintaining the efficiency of our performance evaluation and
salary increment procedures.

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14.0 Separation Process

14.1

We envisage long and fruitful relationship with our employees. However, in case any
employee wishes to resign from the services of the company, we would like to have a
detailed discussion with the employee to understand the reason.

Notice period starts from the next day of the resignation.

14.2

Process of resignation:

• In the event that an employee wishes to leave due to persistent dissonance, the
initial step is to familiarize oneself with the company policy. Subsequently, the
employee is required to submit a resignation letter through the "Resign" button
on HLIS EmPro.
• Following the submission, the reporting authority and HR may contact the
employee for a final discussion, assessing the possibility of retaining the
employee.
• Post-discussion, the Team Leader (TL) will formally accept the resignation by
assigning tasks to be completed during the notice period via HLIS EmPro.
• If an employee takes leave during the Notice Period, the notice period will be
extended, and only working days will be considered while extending the notice
period.
• Any unutilized leave balance from the past, not applied before resignation,
cannot be applied after putting in the resignation not even Com-Off.
• Once the resignation is submitted, the employee cannot use the leave balance or
even Comp off. Planning resignation carefully is necessary for utilizing any leave
balance.
• Breach of agreement requires the employee to pay the trust amount via cheque
or cash as per account department’s instructions. Leaving early without paying
the Notice Period is not permitted in case of a breached agreement even after
paying the Cheque in trust amount
• If an employee paying the trust amount wishes to leave early without serving the
Notice Period, TL permission is required, and the employee must buy the notice
period by paying the corresponding amount.
• The employee must accept assigned tasks via HLIS EmPro to proceed with the exit
process.
• Knowledge Transfer (KT) is also facilitated through HLIS EmPro.
• Any issues with assigned tasks must be promptly addressed by contacting the TL
for resolution.
• Acceptance of tasks via HLIS is mandatory to expedite the exit process.
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 • Salary will be provided until the last working day, regardless of weekends or
holidays immediately following the last working day, with the company
determining the last working day.
• Resigning HR personnel are responsible for finding their own replacements.
• In the case of a last working day falling on a weekend or holiday, the next or
previous working day will be considered based on project workload, determined
by the company.
• If using the company's system, the employee must contact the system admin to
submit the system on the last or immediate working day post the relieving day.
• For personal system usage, contact the system admin for verification before
processing Full & Final settlement.
• In the event of immediate employment discontinuation by the company, the
employee still needs to follow the resignation procedure and apply resignation
from HLIS EmPro for KT and system submission, with limited or no notice period
to avail the official letters from the company.
• Unauthorized use of company's official accounts post-employment is a legal
offense, and the company reserves the right to take legal action against the
former employee.
• If the tasks given by the reporting authority to complete during the notice period
are not finished then the company can extend the notice period.
• The last date will be given by the company so if in case any employee commits
any joining date to his/her future company then the company will not consider
the same.

14.3

Notice Period for Sales, HR, TL, Accounts, HOD & seniors with & above 5 years exp in
total is 3 months

If the leaves are taken during the notice period, he/she needs to apply through HLIS
EmPro under “Leaves during Notice Period”.

If comp off is earned during NP and leave is taken from that Comp Off then NP will not
be extended. But the same comp-off will not be encashed.

If any leave during the notice period is applied through Email or Skype or verbally then it
will not be considered. In this case notice period will be extended and salary will also be
deducted.

The notice period will be extended or reduced depending on the work load/performance.
The final decision will be of the management.

Long holidays such as Diwali is not included in the Notice Period.

It will be at the discretion of the management to decide whether or not the employee
should be given the provision of buying the notice period.

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If it is decided mutually to give a chance to an employee to buy the notice period, an
employee needs to pay the amount based on the days of early exit and their current
salary. Early reliving is only possible after buying the notice period.

The Notice period is not included in the duration of agreement. So, if your agreement is
of one year then Notice period of two months is apart from this one year.

14.4

If an employee puts the resignation after the four months of getting the increment
in case of no renewal of agreement or no agreement after Increment,then 1 Month of
salary in which the employee has put the resignation will be on hold.

If an employee puts the resignation during or before the four months of getting the
increment in case of no renewal of agreement or no agreement after increment, then
increment amount will be revoked and 2 Months of Non-incremented salary will be on
hold and will be given the Non Incremented salary only after all payments are done. In
this case the employee needs to pay the total Increment amount taken from the last
Increment month till the resignation date.

If the employee is breaching the agreement, then his/her two months’ salary will be on
hold to recover the breaching amount of bond. If there is any amount still remaining to
pay to the company then the last date will be not be released until the date of payment
of the remaining amount is not given.

In case of breaching the agreement or renewal/new agreement, the letters will not be
released if the payment is still pending to pay to the company.

If an employee has signed a renewal/new agreement after getting the increment and put
the resignation then the employee needs to pay the agreement breaching amount and
the increment he or she has received between the start date of the renewal/new
agreement and the date of resignation. In this case the old salary (without Increment)
will be considered during the Notice Period. In this case, employees both salaries of
Notice Period (Old salary) will be on hold and will be given the Non Incremented salary
only after all payments are done. If there is any other payment remaining then it needs
to be transfer to company’s bank count before the last day.

Two months of Notice period is for every employee of the company (With agreement,
without agreement, with Increment, without Increment etc.). The decision will be of
management, if it wants to allow any employee to relive early.

The company will not encash any leave even if the employee has leave balance pending
during the time of resignation. Even comp-off leave balance will not be encashed.

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14.5

The employee is required to handover the complete charge of his/ her responsibilities as
well as company’s material, documents, data, system, any hardware properties or money
in his/ her possession to the person nominated by the Departmental head. The handing
over receipt should be in written form and counter signed by the employee, his/ her
reliever and the Departmental Head.

The employee needs to handover the data as per the departmental head’s or TL’s or HR’s
instructions. If the data given by the employee is not as per the instructions then the
process will not be considered as finished.

The employee needs to contact System Engineer before 5 Days of the last day to submit
the system - Employee can contact him via Skype or email or direct call. These contact
details are available on HLIS EmPro. Employee needs to send an email from his/her
personal ID that what all things are submitted and on which date on the email ID of
system engineer.

The employee’s relieving letter, experience letter & salary will be handed over only on
receipt and verification of the Handing over Report and the clearance from HLIS EmPro,
clearing him/her of liabilities, if any, from all departments/ offices / Centers of the
company. Those employees who are under a service contract to the company will be
relieved only after the contractual obligations are fulfilled in totality.

If an employee fails to submit the system or any belonging of the company the no letters
or salary will be provided to the employee.

If an employee leaves the company before completing the assigned work during Notice
Period & complete the handover process as per the instructions then the company will
not provide any official letters & on hold salary to the employee. In this case, the
company may ask to submit all the data, system & belonging immediately.

Full & Final settlement will be done after 1 week to 10 days of the salary credit for the
following profile: Sales, BA, HR, TL, HOD or any higher positioned employees.

If an employee threatens or denies to submit company’s data, system & other belongings
as per the instructions from HRs or Manager then company may take legal action against
the employee.

14.6

An employee who has been positioned for likely consulting project for a client or if the
employee’s name has been suggested to a client and the employee resigns before the
start of project or before the project gets completed, no experience or relieving letter
will be issued to such an employee.

14.7
25
The company reserves its right to terminate the services of any employee without much
notice as a last option in case of continued non-performance and indiscipline. But
termination will be only a last resort if nothing else works out. An employee is liable to
be summarily dismissed if, at any time he or she is, in the opinion of the management
detrimental to the interest of the company, or found guilty of misconduct or of willful
and persistent disobedience.

14.8

An employee who doesn’t report to work for more than three days without any
intimation or permission, and fails to reply to HR department’s calls, emails, messages
and letters inquiring about such absence, will be considered as absconding.

The company will terminate the services of such an employee. Such an employee will
notbe issued any exit letters or pending salary.

The company may take legal actions against such employees.

14.9

If a trainee decides not to join the company even before the joining date after signing
the agreement, then the company is liable to take any legal actions based on the
agreement, he/she has signed.

If a trainee deliberately makes his/her performance weak and the company

senses/analyzes the same then the company is liable to take necessary actions and if
needed legal actions can be taken further for mis leading the company.

If a trainee breaches the agreement during the training period or anytime during the
agreement due to any reason (Medical, personal, abroad studies, marriage etc.) then
company will take the legal action if Cheque IN Trust amount is not paid back.

If the company discontinues the training or employment of a trainee due to non-

performance or any other reason, then company will keep the cheque until verifies
everything.

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15.0 - Relieving Documents

15.1

An employee will be issued relieving and experience letters subject to satisfactorily

completing the following formalities:

1. KT process from EmPro

2. System submission to the system admin
3. Completion of assigned work
4. Payment of pending amount if any
5. Submission of necessary medical certifications or letters if any
6. Application of pending settlement or regularization

15.2

It should be noted that an employee who has resigned and has not completed his/her
agreement period or project work, will not be issued relieving & experience letters &
on hold salary. The final decision will be of Management.

The employee will get the final salary with the total of on hold salary plus the salary
till the last working day if all the processes have been followed as per the instructions.

16.0 - Full and Final Settlement

Settlement of notice period either side would be at the last salary of the employee. One
or Two-month(s) salary of the employee on notice period will be held back by the
company and given to the employee as part of his full and final settlement. Full and final
settlement of the employee will be done after 1 month of his/her relieving day. Employee
will be issued relieving letter within 1 to 3 working days with the company and
experience letter & submitted cheque will be released once the Full and Final settlement
is cleared which is after a month from the relieving day.

Only hard copy of any letters will be given only to that employee in person in the office.

If any payment is remaining to pay from employee’s side, then any letters will be given
once the amount is received in the company’s bank account.

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 17.0 - sexual harassment of women at workplace

17. 1 - Objective

To create a work environment where safety and dignity of women Employees is ensured
and they are protected from Sexual Harassment as envisaged by Supreme Court of India
Guidelines on Sexual Harassment, August 1997, “The Sexual Harassment of Women at
Workplace (Prevention, Prohibition and Redressal) Act, 2013” and “The Sexual
Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013”

“Sexual harassment” means and includes: -

1. Such unwelcome behavior of a male employee towards a female employee in the

premises and outside the premises till their employment (whether directly or by
implication) as:
a. Physical contact and advances;
b. a demand or request for sexual favors;
c. sexually colored remarks (Verbally or physically);
d. showing pornography;
e. any other unwelcome physical, verbal or non-verbal conduct of sexual nature.
2. Implied or explicit promise of preferential treatment to a woman employee in her
employment;
3. Implied or explicit threat of detrimental treatment to a woman employee in her
employment; or
4. Implied or explicit threat to a woman employee about her present or future
employment status; or
5. Interference with her work or creating an intimidating or offensive or hostile work
environment for her; or
6. Humiliating treatment likely to affect her health or safety

17.2 Confidentiality

Notwithstanding anything contained in the Right to Information Act, 2005, contents of the
complaint, the identity and addresses of the Aggrieved Woman, Respondent and witnesses, any
information relating to conciliation and inquiry proceedings, recommendations of the Internal
Complaints Committee and the action taken by Hyperlink Infosystem shall not be published,
communicated or made known to the public, press and proceedings media in any manner.

17.3 Actions Taken

In these types of cases, the company will conduct a committee to investigate the matter & can
terminate or suspend the employee on an immediate basis. The decision in these matters will be
of the company only.

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General Policies

18.0 - Corporate Mail Id

Employees will be given their corporate/official email id on the day of their joining. An
employee cannot change the password of their official email ID. If it is changed because
of anyreason, HR should be informed immediately.

Employees will be given an official Skype account as a part of joining formalities. For Zoho
accounts, the employees need to contact their TLs or mentors or trainers.

Time Doctor is a mandatory software to be installed in employee’s system which is used

to complete the company’s tasks.

19.0 - Grievance Procedure

In case the employee has any grievance regarding anything, he/she may approach HR
through new appointment booking system. Please refer Feed messages regularly for
detailed updates of new announcements.

20.0 - Loss of Company’s property

20.1

Employees are required to take proper care of the Company’s property including
company’s portable property such as Mobile Phones, computers, Head phones, Camera,
cables etc. Any loss of company’s property will have to be immediately intimated in
writing to the departmental head & system engineer.

Further, the concerned employee will have to bear the cost of replacement or
repair of such damaged property.

20.2

Each employee will be provided a door access key. If your door key is lost due to any
reason, a fine of INR 50 will be charged and a new key will be issued to the respective
employee. – This is for Work from Office only

21.0 - Personal Data Changes

An Employee’s personal data should be accurate and current at all times. It is the
responsibility of each Employee to promptly notify the HR Department and of any
changes in personnel data such as: (a) Mailing address, (b) Residential address, (c)
Telephone numbers, (d) Change in marital status, (e) Name and number of

29
dependents, and (f) Individuals to be contacted in the event of an emergency.

The HR department will ask the employees to fill up the Google forms more often to
keep the HR data up to date.

22.0 - Safety

Each employee is expected to exercise caution and common sense in all work activities.
Employees must report any unsafe conditions to the HR dept. Each employee is
responsible for safe keeping and daily maintenance of the equipment provided to them
and in case of equipment malfunction it is the employee’s responsibility to get in touch
with the correct/concerned dept for suitable corrective action at the earliest.
23.0 - Personal Belongings

All Employees are responsible for their own personal belongings and properties left at
the office. The Company assumes no liabilities for any loss or damage to personal
belongings and property.

24.0 - Attendance & Punctuality

All Employees are expected to be regular and punctual in attendance. Absenteeism and
tardiness place a burden on other Employees and on the Company. If an Employee is
unable to report for work for any reason, he/she shall notify his/her reporting authority.
The Employee is responsible for speaking directly with his/her Superior about his/her
absence. If the employee doesn’t report to work and the company is not notified of
his/her status, after two consecutive days of such absence, one extra leave per un-
notified day will be cut.

25.0 - Usage of Illegal Software

Employees are not allowed to use Company’s computer system to download, upload or
install illegal or unauthorized programs, software or data. In case it is found that any
illegal software has been downloaded in any system, the person operating the particular
computer will be held responsible for the lapse and necessary disciplinary action will be
initiated against him/her.

26.0 - Office Cleanliness

The Company attaches considerable importance to the cleanliness of the office as it is

impossible to obtain neat and methodical work if the office itself is untidy. Employees
are expected to be responsible enough to keep their workstations clean and tidy. The
use of tobacco products is not permitted anywhere in the Company’s premises. Anyone
found to consume any tobacco product will have to pay a fine of INR 500. Employees are
requested not to eat lunch packs at their cubical place. One should use lunch rooms for
it. Use dustbinto dump any wrapper or garbage and keep your desk clean.

30
27.0 - Personal Calls & Messaging

27.1

In order to avoid interruptions at work and to ensure efficiency, personal calls should be
kept to a minimum. We request you to limit outside calls to lunch breaks.

27.2

Keep your phone on silent mode. Phone shouldn't be seen on your desk. However any
personal chatting through any social sites or applications. In emergency cases, an
employee can talk on phone but not more than 10 minutes. Any one found doing such
activities will have to pay penalty of INR 500.

28.0 - The Employee/trainee must not, whilst employed by the Employer:

1.1.1 Engage in any private business activities or freelance service or provide any
commercial or professional services to a person or organisation in the IT field
or otherwise, without the prior written consent of the Employer, or

1.1.2 Make statements, use language or act in a way which may offend other
employees/trainees, clients, participants or other persons or which may
adversely affect the Employer or any aspect of the Employers business.

1.1.3 Engage in illegal activities

The Employer may from time to time require the Employee/trainee, either on a
temporary or a permanent basis, to occupy a position other than the nominated
position, or to be located in a temporary/permanent location as per requirements of
the Employer. The Employee/trainee will not be entitled by reasons of these changes
to any additional remuneration/facility other than explicitly set out in this Agreement
and Schedule 1 hereto. This is applicable even after completion of this agreement.

29.0 - Personal money transaction between colleagues

This clause is for internal transactions between employee to employee. The company
policy does not allow you to transit your money internally. Company is not liable for any
internal money exchange. You will only be liable for your own transactions. Due to this,
work should not be affected at any cost.

For Example, If the senior person gives X amount of the money to his/her junior, and
he/she does not return that amount OR not able to pay that amount, the person who
gives the money is only liable for these transactions only.

Company is not supporting any kind of transactions and gives advice to avoid such kinds
of transactions. This kind of money transaction can spoil the relations.
No one should borrow any money but still Whoever takes the money from their seniors
or colleagues should give it back as soon as possible
31
30.0 - Effects of Natural Calamities & Economic Activities in the increment & salary:

What are Natural Calamities?

Various phenomena like earthquakes, landslides, volcanic eruptions, floods, hurricanes,

tornadoes, blizzards, tsunamis, cyclones, wildfires, and pandemics are all natural hazards
that kill thousands of people and destroy billions of dollars of habitat and property.

Economic Activities:

Economic activity can influence market trends, for the better or for the worse.
Government policy and geopolitical events are factors that can lead to either stability or
instability in markets. Market participant expectations and the natural balance of supply
and demand are other important factors.

All of the above can affect an industry & businesses a lot and due to that market changes.
So that may cause a change in policy regarding salary, Increment, leaves or weekend offs
suddenly. Due to this unfortunately the company may decide decrements, no increment,
lesser increment, lay-offs etc.,

The company want to bring to your attention the importance of staying alert in the face
of potential economic changes or downward trends in the technology market that may
impact our industry.

As we are all aware, the business landscape is highly dynamic, and external factors can
influence company’s operations. In the event of economic shifts or technological
downturns in the market, it becomes imperative for the company to proactively address
the situation and make decisions that are in the best interest of the company's well-
being.

Given the inherent uncertainty in predicting the future with absolute precision, it is
crucial for us to be prepared for any challenges that may arise. Global and regional
market conditions, especially in the context of the Indian market, can significantly
influence our industry and subsequently affect the policies and decisions of our
company.

To ensure the resilience and adaptability of our organization, it is essential that we

remain flexible and responsive to the ever-changing business environment. This may
involve revisiting certain strategies, adjusting policies, and making informed decisions to
safeguard our interests.

We encourage each of you to stay informed and engaged, keeping a watchful eye on
industry trends and market developments. Your insights and proactive contributions are
invaluable as we navigate through potential challenges.

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THANK YOU!

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