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ISHIR

Proprietary and Confidential

The enclosed material is proprietary to ISHIR and/or its Clients. This material cannot be disclosed in any manner to anyone other than the addressee with written permission from ISHIR.

Document Sign-off / Initial Release Information

Employee Manual-FOR INDIA OFFICE ONLYHuman Resource Group

Prepared Date: February 16, 2006

Prepared By:

Satpal Kaur, Quality Head

ISHIR17719 Misty Grove Dr.Dallas, Texas 75287, USAPhone: +1 (888) 99.ISHIRFax: +1 (214) 292.8838

ISHIR A-5, Sector-57,NOIDA, UP - 201301, IndiaPhone: +91 (120) 466.0000Fax: +1 (214) 292-8838

www.ishir.com / www.ishirdigital.com / www.ishir.net

http://www.ishir.com/

http://www.ishir.net/

http://www.ishirdigital.com/

ISHIR Employee Manual

Name of the Person Designation Business/Functional Unit DatePrepared By Satpal Kaur Quality Head Quality Management Group February 12, 2005Reviewed By Sidharth Swarup, Rishi

KhannaJMD New Media, Application

DevelopmentFebruary 18, 2005

Approved By Sidharth Swarup JMD Application Development February 25, 2005

Document Control InformationReview Period AnnuallyDistribution Through Intranet / Mails

Compliance Status Mandatory

Document Change Control

Version No. Date Location of Change

Changed By Description/Reasons of Change

1.0 First Version1.1 July 06, 2005 Shikha Kumar Version change for following changes

Entire Manual HR Department renamed as HRGSection 1 Employee Contract Form renamed as

ISHIR_AppointmentLetterSection 5.2 Attendance renamed as Attendance Management

and reference of ISHIR_LeaveAttendanceManagementProcess given

Section 5.4 Employee Code: Mentioned that it’s a four digit number

Section 5.5 I Card: redefined with reference to ISHIR_LeaveAttendanceManagementProcess

Section 5.6 Joining & Induction process added and the Personal details made part of the same

Section 5.11 Leave Policy: deleted and only brief policy mentioned

Section 5.14 HR Initiatives added in the manualSection 5.15 ISHIR Monthly Meet added in the manualSection 5.38 Separation Process: defined in brief as per the

ISHIR_SeparationProcess1.1 July 19, 2005 Satpal Kaur Reviewed and Approved Changes1.2 September

27, 2005Section 5.1 Shikha Kumar Lunch time: no time defined. It’s for half an

hour.Entire Document HR renamed to HRGSection 5.10 Supervisor renamed as Reporting ManagerSection 5.14 HR Initiatives: updated as done in HR ManualSection 5.27 Visitor: a slip has been created to be signed by

the employees who met the visitor

of 41 © ISHIR, Inc. CONFIDENTIAL Document. Reproduction or duplication prohibited.


Entire Document Office Manager renamed as Front Office Executive

Section 5.32 Reference of Goal Management Process givenSection 5.33, 5.36 & 5.37

Briefly defined

Section 5.38 Office Dos & Don’ts addedSection 5.8 Issuing Salary Slips

November 8, 2005

Section 5.39 Dress Code: has been revised

Section 5.11 Business Travel Reimbursements: the rates for cars and two-wheelers have been enhanced, due to the recent rise in petrol prices

1.3 January 18, 2006

Section 5.34 Shikha Kumar Mobile Reimbursements updated

Section 5.1 Manager/Leader replaced with Reporting Manager

Section 5.2 Working on Weekends defined under this process that prior approval from the RM is required in such cases

Section 5.4 & 5.5: Shortened and clubbed with Section 5.2

Section 5.8 To be standard for all employees, irrespective of the gender, and the reimbursements should be monitored. Rs. 75 is too high for food reimbursements, reimbursement will be on actual with a cap on 75

Section 5.10 Updated that there are more than 4 types of leaves

Section 5.13 Updated as per the frequency of activities defined by the various activity groups. Also, added the frequency of reports that are mailed to the SC

Section 5.14 Monthly Meet is called by either of the SC members

Section 5.15 New section on Employee Benefits has been added

Section 5.2, 5.4 Manual updated with the changes made in the processes being revised for the quarter

1.3 All sections above for version 1.3

Satpal Kaur

1.4 February 15, 2006

Entire Manual Shikha Kumar Entire Manual sub divided into Major Head.

The entire Manual divided into following Head: Welcome Aboard Let’s Get Started Working at ISHIR Facilities Communication Policies Recreation Career Development Contact Person’s List

Section 1 Welcome Aboard: Welcome Note has been replaced with the welcome note being sent by HRG to the new joinees as part of the process of



InductionSection 2 Snapshot: A section about ISHIR, Org Structure

has been added. Also, Values have been elaborated under this

Section 6 Communication: additional section added Section 7 Policies: divided into sub heads- HR Policies, HR

Schemes, General Administration, System Administration and Finance Policies

Section 8 Recreation: HR Initiative has been renamed into this and info about the activity groups has been mentioned

Section 9 Career Development: divided into Training & Development & Performance Management System. Training sub section to be added under this

All sections Term employee has been renamed as ISHIRites1.3 February 17,

2006All sections above for version 1.4

Satpal Kaur Final review and approval

1.4 August 01, 2006

Section 2.5, 4.2, 7, 7.1.7, 7.2.2, 7.2.3

Shikha Kumar, reviewed by PEG

Disciplinary Policy added in brief under the manual (HR)

Marriage Allowance: mentioned that an ISHIRite and his/her spouse can have lunch/dinner at a restaurant as a gift from ISHIR, submit the bill to Finance, for a reimbursement of a maximum of Rs. 1000.

The word Employee replaced with ISHIRite

The word salary replaced with compensation everywhere

Section 2.5: IU as a Functional Unit added

Section 4.2: working hours changed to 9am to 6pm

Working on weekend mails can be received by HRG till 5:30 PM. The mails timings should be changed from 4:00 PM to 5:30 PM. Any request received after this time, will not be entertained by HRG. The individual will have to call his/her RM and make him talk to the Security Guard to let him/her in on a weekend

Section 7: Leave policy updated as per the change in the leave structure and policy

Section 7.1.7: separation process updated

Section 7.2.2: Insurance Scheme removed from this section

Section 7.2.3: Name of restaurants under the Corporate discounts removed as these keep on changing

1.5 December 19, 2006

Sections 3.4, 4.7 and 7.1.7

3.4 Compensation Transfer: salary to be transferred on 7th for all

4.7 ISHIR Monthly Meet should be replace by Quarterly meet

7.1.7 Mobile phone policy: 3rd bullet point should be removed and Rs 575 should be replaced by Rs 550 in fourth bullet point.

1.5 January 8, 2007

Sections 3.4, 4.7 and 7.1.7

Satpal Kaur Reviewed and approved changes mentioned above



1.6 June 1, 2007 Section 7.1 Nishu Jain On availing excess of CL and SL in a month, it will not be taken as LWP rather would be adjusted with available balance

CLs can be adjusted against PL or CL available in balance and SL can be adjusted against SL or PL available in balance

1.7 July 6, 2007 Section 3.3 Tariq Kamal Compensation Slips / Certificates removed and replaced with Salary structure

1.8 December 3, 2007

Section 4.7 Ravi S. Pandey Conducting Company meets Added as a responsibility for HRG.

ISHIR Quarterly meet changed to Monthly

1.9 May 23, 2008 Section 4.5 Tariq Kamal Office Do not updated2.0 August 25,

2008Section 7.2 Tariq Kamal Section related to Freelancing has

been removed2.1 September 09,

2009Section 7.3.1 Tariq Kamal Reimbursements for late night to be

monitored by PMs and no reimbursements for people supporting US/UK and clients in other parts of the world.

2.2 September 23, 2009

Section 7.2.1 Tariq Kamal Policy related to US holiday and working on Indian holiday and taking leaves on these days

2.2 July 29, 2011 Entire Document Tannya Chitre & Syed Iftikhar

Footer/Header statement changed

Logo Updated

Company address updated

Organization Structure revised and updated

Rules implemented on work log

General Office Do’s & Dont’s added

ISHIR Quarterly All Hands Meet Added

Policy on dress code revised and updated

Reimbursement revised and updated

Library section-fine amount revised & updated

2.3 Feb 22, 2012 Section 4.3 Tannya Chitre & Syed Iftikhar

Work from Home section added.

2.4 Feb 22, 2012 Section 4.10 Tannya Chitre & Syed Iftikhar

Dress Code section updated.

2.5 Feb 22, 2012 Section 7.1.2 Tannya Chitre & Syed Iftikhar

Leave Policy section updated.

2.6 Apr 27, 2012 Section 5.2 Tannya Chitre Library Policy section updated.2.7 June 5, 2012 Section 7.1.2.1 Tannya Chitre New Leave Management Process Added2.8 June 13, 2012 Section 4.6 Tannya Chitre Confirmation Process Added2.9 July 16, 2012 Section 3.1 Tannya Chitre Joining formalities section updated3.0 July 16, 2012 Section 7 Tannya Chitre Under section 7, scenario 1 updated



3.1 Aug 23, 2012 Section 7.2.5 Tannya & Kalpana

Under section 7, Referral Program updated

3.2 Oct 01, 2012 Section 7.1.2 Tannya Leave Rule For Trainees3.3 Oct 05, 2012 Section 7.4.4 Tannya Rule added under security policy section3.4 Oct 16, 2012 Entire Document Syed Iftikhar Footer/Header statement updated

Logo Updated

Company address(U.S.) updated

BorderlessMind Logo removed

3.5 Oct 16, 2012 Section 4.1 Syed Iftikhar Working Hour section updated3.6 Oct 18, 2012 Section 4.1 Syed Iftikhar Working Hour section updated3.7 Dec 13, 2012 Section 7.3.1 Tannya Chitre Reimbursement section updated3.8 Feb 08, 2013 Section 7.1.10 Tannya Chitre Policy on 5 years/10 year Completion added3.9 May 24, 2013 Section 7.1.11 Syd Iftikhar Health Insurance Policy added



Table of Content

1 WELCOME....................................................................................................................................................... 9

1.1 WELCOME ABOARD......................................................................................................................................... 91.2 PURPOSE OF THE MANUAL............................................................................................................................... 9

2 SNAPSHOT....................................................................................................................................................... 9

2.1 ABOUT ISHIR................................................................................................................................................. 92.2 ISHIR MISSION STATEMENT.......................................................................................................................... 102.3 CORPORATE VALUES...................................................................................................................................... 102.4 UNITS............................................................................................................................................................ 102.5 ORGANIZATION STRUCTURE........................................................................................................................... 11

3 LET’S GET STARTED................................................................................................................................... 12

3.1 JOINING FORMALITIES.................................................................................................................................... 123.2 INDUCTION PROGRAM..................................................................................................................................... 133.3 SALARY STRUCTURE...................................................................................................................................... 133.4 COMPENSATION TRANSFER............................................................................................................................. 13

4 WORKING AT ISHIR.................................................................................................................................... 13

4.1 WORKING HOURS.......................................................................................................................................... 134.2 FLEXI HOURS................................................................................................................................................. 144.3 WORK FROM HOME........................................................................................................................................ 144.4 ATTENDANCE MANAGEMENT......................................................................................................................... 14

Employee Code.................................................................................................................................................. 14Identification Card............................................................................................................................................ 15Attendance Management.................................................................................................................................... 15Working on Weekends/Holidays......................................................................................................................... 15

4.5 WORK LOG.................................................................................................................................................... 154.6 CONFIRMATION OF EMPLOYEMENT................................................................................................................. 164.7 ISHIRITE CONDUCT....................................................................................................................................... 164.8 OFFICE DOS & DON’TS.................................................................................................................................. 164.9 FACILITATING MEETINGS............................................................................................................................... 194.10 ISHIR -QUARTERLY ALL HANDS MEET.....................................................................................................194.11 DRESS CODE............................................................................................................................................. 19

5 FACILITIES.................................................................................................................................................... 21

5.1 PHOTOCOPY................................................................................................................................................... 215.2 LIBRARY........................................................................................................................................................ 21SOFTWARE / HARDWARE LIBRARY.......................................................................................................................... 215.3 STATIONERY.................................................................................................................................................. 215.4 COURIER........................................................................................................................................................ 215.5 CAFETERIA.................................................................................................................................................... 21

6 COMMUNICATION....................................................................................................................................... 22

7 POLICIES........................................................................................................................................................ 22

7.1 HR POLICIES.................................................................................................................................................. 227.1.1 Recruitment Process............................................................................................................................ 227.1.2 Leave Policy........................................................................................................................................ 22

A) CASUAL LEAVE (CL)..................................................................................................................................... 22B) SICK LEAVE (SL)........................................................................................................................................... 23C) PRIVILEGE LEAVE (PL).................................................................................................................................. 24D) MATERNITY LEAVE (ML).............................................................................................................................. 26



E) PATERNITY LEAVE (PL)................................................................................................................................. 26F) RESTRICTED HOLIDAY (RH)........................................................................................................................... 27

7.1.3 Internal Complaint Policy.................................................................................................................... 307.1.4 Policy against harassment.................................................................................................................... 307.1.5 Disciplinary Procedure........................................................................................................................ 317.1.6 Appreciation Day Off........................................................................................................................... 317.1.7 Mobile Phone Policy............................................................................................................................ 327.1.8 Separation Process.............................................................................................................................. 327.1.9 Smoking & Drinking............................................................................................................................ 327.1.10 Policy on 5 years/10 year Completion/Loyalty Bonus......................................................................32

OBJECTIVE.............................................................................................................................................................. 32ELIGIBILITY............................................................................................................................................................ 33

7.1.11 Policy on Health Insurance............................................................................................................. 337.2 HR SCHEMES................................................................................................................................................. 34

7.2.1 ISHIRite Benefit Scheme...................................................................................................................... 347.2.2 -........................................................................................................................................................... 347.2.3 -........................................................................................................................................................... 347.2.4 Marriage Allowance............................................................................................................................ 347.2.5 ISHIRite Referral Scheme.................................................................................................................... 347.2.6 Performance Bonus.............................................................................................................................. 35

7.3 FINANCE POLICIES......................................................................................................................................... 367.3.1 Reimbursements................................................................................................................................... 36

REIMBURSEMENTS FOR LATE WORKING HOURS......................................................................................................... 36BUSINESS TRAVEL REIMBURSEMENTS...................................................................................................................... 37

7.3.2 Expense Sanction Process.................................................................................................................... 377.4 GENERAL ADMINISTRATION POLICIES.............................................................................................................37

7.4.1 Visitor Policy....................................................................................................................................... 377.4.2 Client Management.............................................................................................................................. 387.4.3 Projector.............................................................................................................................................. 387.4.4 Security Policy..................................................................................................................................... 387.4.5 Safety Policy........................................................................................................................................ 39

7.5 SYSTEM ADMINISTRATION POLICIES............................................................................................................... 407.5.1 Software/ Hardware Movement Policy.................................................................................................407.5.2 Virus Policy......................................................................................................................................... 407.5.3 Backup Policy...................................................................................................................................... 407.5.4 Hardware Problem Resolution............................................................................................................. 41

8 RECREATION................................................................................................................................................ 41

9 CAREER DEVELOPMENT........................................................................................................................... 41

9.1 TRAINING & DEVELOPMENT........................................................................................................................... 419.2 Performance Management System................................................................................................................. 41



1 Welcome

1.1 Welcome Aboard"Coming together is the beginning. Keeping together is progress. Working together is success."

ISHIR/BorderlessMind is a very young organization managed by dynamic professionals.We have always attributed our success to our ISHIRites and as a new member of the ISHIR family, it is imperative for you to understand and get to know the organization and its culture. Our endeavor is to integrate you into the family by providing a better understanding of our processes and policies. We have always believed in identifying the high potential in our ISHIRites and providing them challenging assignments, which will help them, grow as a professional.

We endeavor to provide you with all the necessary information and support that you may require to excel in your career with us.

We look forward to working with you in continuing to build this company into the finest business organization in the world.

It's great to have you at ISHIR! We hope you have an exciting and exhilarating time in the company!

Human Resource Group

1.2 Purpose of the ManualThis Manual is designed to acquaint you with ISHIR and provide you with information about working conditions, contract benefits, and policies affecting your employment. It is also a guide to help you understand day to day processes to help you adjust with the new environment. You should read, understand and comply with all sections of this manual in conjunction with HR / Administration / System Administration Manuals. The Manual is a summary of our policies, which are presented here only as a matter of information. The information contained in this manual applies to all the ISHIRites of ISHIR /BorderslessMind. Our objective is to provide you with a work environment that is constructive to both personal and professional growth.Our business and organization are subject to change, we reserve the right to interpret, change, suspend, cancel, or dispute with or without notice all or any part of our policies, procedures, and benefits at any time. We will notify all ISHIRites of these changes. Changes will be effective on the dates determined by the Company, and after those dates all superseded policies will be null.No individual reporting manager or manager has the authority to change policies at any time. If you are uncertain about any policy or procedure, speak with your direct reporting manager or the Human Resource Group. It would be considered violation of trust and breach of security and fraud to manipulate the policies in any way possible.

2 Snapshot2.1 About ISHIR

ISHIR is a diversified offshore IT solutions company offering world class application services to help organizations exceed their technological expectations. Our



competencies lie in onshore and offshore software development, maintenance and offshore project management services. Since its inception (1999) the company has been in the outsourcing industry, servicing clients thousands of miles away, maturing into a core dependable extension of a client's internal team. We deliver business value - beyond mere offshore advantages, lowered costs and faster turnaround times. We align technology with business needs to empower an enterprise with seamlessly integrated, robust and scalable technology solutions. ISHIR's technical knowledge and offshore development experience translates into value for our clients.

2.2 ISHIR Mission Statement“At ISHIR, we will work together to far exceed client expectation by consistently delivering service excellence through continuous improvement in quality. We will also work towards achieving consistent growth for each of ISHIR’s family members as well as the entire organization with the support of an empowered team.”

2.3 Corporate Values Description of our organization character, values that can not be comprised

Team Work: Establish trust, respect, build relationship, and mutual support through open communication, sharing knowledge and having win/win attitude. Build professional and personal relationships

Customer Satisfaction: Exceed our customer's expectations through the business value we deliver

Commitment to Quality: Institutionalize unified process repository, which provides consistent, optimized, customer focused quality deliverables

Empowered People: Environment of creativity, openness, passionate and energized people with no blame games and office politics

Profitability: Everyone in the organization should be profit conscious. Everyone must use organization's funds optimally

Leadership: In each member of the company should exist awareness of principle centered leadership and each must assist the other to Focus, inspire, motivate and grow the organization to very high levels

2.4 Units The following are the various Units at ISHIR, along with their functions:

Technology (Tech)o Custom Software Development (.net, SharePoint and LAMP)o Mobile Application Developmento Web Design & Development

Content Management Systems Ecommerce Solutions

o Software Maintenance



o Software Testingo Remote Managed Services

Search Marketing Services (Search)o Search Engine Optimization (SEO)o Pay Per Click Management (PPC)o Social Media Marketing (SMM)o Landing Page Optimization

Process Engineering Group (PEG) o Process Consulting o Process Audit & Compliance

Finance Unit (Finance)o Financial management and accounting function in ISHIR. It ensures that

business is conducted in accordance with Statutory Rules and Regulations System Administration (System Admin)

o This includes computer operations, network support, systems administration, and other administrative support

General Administration (Admin)o Support services to the organization (Front Office, Stationery, Medicines,

Office Cleaning, Telephones etc.) Sales Unit (Sales) A group which dedicately focuses on bringing new projects to the company

from existing accounts and adding new clients accounts to ISHIR. Marketing Unit (Marketing)

Supports in branding/promotion and lead generation etc. Human Resource Group (HRG)

o Well being of the strongest and the most valuable asset- people. This includes recruitment, induction, compensation, performance appraisal, separation, benefit administration

2.5 Organization Structure The inspiration and direction that our leaders provide is the driving force. Our management bandwidth brings with it the experience, expertise and enthusiasm that motivate us to work towards the collective vision and goals set for the organization and ourselves.

Delivery HeadsTechnology: Naveen Kumar SinghSearch Marketing: Chetan Saxena



Functional Unit HeadsSales: Gautam KapurMarketing: Rishi KhannaFinance: Rishi KhannaGeneral Administration: Chetan SaxenaSystem Administration: Naveen Kumar Singh_Human Resource Group: Rishi KhannaProcess Engineering Group: Rishi Khanna

Steering Committee

Rishi KhannaGautam KapurNaveen Kumar SinghChetan Saxena

3 Let’s Get Started3.1 Joining Formalities

The joining formalities start with collection of documents from the new Joinee. These include the experience and Compensation certificates, educational certificates, etc.

The new Joinee fills up his/her Personal Details on a computer, placed in the HRG room

HRG will issue an Identification Card to the new Joinee A mail is released by HRG to the ISHIR family, introducing the new Joinee Appointment Letter: The appointment letter wherein all service terms and conditions

are stated will be issued to the Joinee by the HRG, only after completion of joining formalities. This will be done on the day of joining. The ISHIRite will review the same and submit a signed copy to HRG within one week after joining.

Here’s the detail on notice period under different departments:TECHNOLOGY:S.NO LEVEL OF HIERARCHY NOTICE PERIOD1. Developer/Sr.Developer 45 days2. Team Lead 60 days3. PM or above 90 days INTERNET MARKETING: 30 days at all the levels. In certain circumstances it may vary based on RM/UH’s decision.FUNCTIONAL UNTIS: 30 days at all the levels.



Please communicate to HRG in writing or through Email, any changes relating to personal particulars - address, contact phone numbers, marital status, etc., so that updated records are maintained at all times. If the contact details are not provided and kept up to date by the employees, documents will not be issued.

3.2 Induction program A full day induction program will be scheduled by the Human Resource Group, every

alternate Wednesday (fortnightly). This would include introduction of the new joinees to their respective RM/buddy,

brief meetings/presentations with unit representatives for better understanding of processes at ISHIR.

At the day of the joining, there will a company sponsored lunch between the new joinee and his/her respective RM/buddy.

3.3 Salary Structure The Salary processing at ISHIR has been outsourced to an external salary

consultant. For ISHIRites who are on a salary structure, will be sent their monthly salary slips on

their official email ID by the Salary Consultant. For ISHIRites, who are working as a Consultant at ISHIR, will have to follow the below

mentioned process to request for a salary slips:o All compensation slip requests to be sent through mails to HRG

([email protected])o ISHIRites who request for compensation slips between 30 th & 14th, can

collect them from HRG on 15th of the same montho ISHIRites who request for compensation slips between 15 th & 29th, can

collect them from HRG on 30th of the same monthAny other request made for a compensation slip which is required in between the two dates finalized, needs an approval from the Unit Head through mail

3.4 Compensation TransferSalaries are transferred for previous month to ICICI bank on the 7th of every month.. ISHIRites are required to procure an ICICI bank account with the help of HRG. Please contact HRG for further details. If you are already an account holder with ICICI, you can submit your account number to HRG. We have a corporate banking tie-up with ICICI Bank. All Corporate Compensation Accounts for BorderlessMind Technologies Pvt. Ltd. are being dealt with by ICICI Bank Noida Sec-50 Branch.

4 Working at ISHIRThe Work Environment is stimulating, creative, open and informal and is based on teamwork, mutual trust and equality for all. The open work environment gives each ISHIRite ready access to be experts in their fields, and thus, great learning opportunities are available.


mailto:[email protected]


4.1 Working HoursMonday through Friday Tech 12:00 to 21:00 Search 09:00 to 18:00 FU’s 09:00 to 18:00Sales(US Shift) 19:30 to 04:30Sales(UK Shift) 11:30 to 20:30

4.2 Flexi Hours ISHIRites have option to opt for flexi–hours based on individual needs of the

project and circumstances. The ISHIRites will however be monitored on a regular basis to ensure productivity is not being lost with this policy or the policy is not being misused.

This is at the discretion of the RM/UH. An employee needs to serve 9 hours on an average at the month end in office,

out of which 8 hours is expected to be devoted towards billable project work. HRG needs to be intimated about the Office Hours maintained by all the

employees. This report is presented by UH. Any updates to the same are shared with HRG from time to time.

The ISHIRites will however be monitored on a regular basis to ensure productivity is not being lost with this policy.

4.3 Work from Home

ISHIR provides the flexibility to work from the comfort of your home due to project circumstances.

This is at the discretion of the RM/UH. ISHIRites working from home needs to inform to his/her RM and cc to HRG. In the

absence of RM, same should be informed to the UH marking cc to HRG as well. When the employee is back to office, he needs to mark his attendance on

Intranet and the same needs to approve by the RM. ISHIRite is also required to fill his work log as usual and this does not give

him/her privilege to not follow the work log rule.

Company HolidaysThe yearly calendar of company holidays is available on intranet and with HRG.



4.4 Attendance Management

Employee CodeWhen an ISHIRite joins the organization he/she will be assigned an Identification Number which will serve as the code against which all data concerning the Individual will be maintained in the Company. This is a four digit number. This will be done by HRG.

Identification Card An Identification card will be issued to all the ISHIRites within two weeks from the

date of joining. ISHIRites should carry and display their I-Cards at all times during office hours. Loss of this card must be reported immediately to the Human Resource Group This card will be non-transferable and must be surrendered upon termination of

employment with the company. In case this card is lost/damaged, a new card will be issued on payment of Rs. 200.

Attendance Management All ISHIRites are required to do finger punch at the time of entering and leaving the

office premises. If an ISHIRite is unable to do so, due to any reasons whatsoever, he/she needs to get in touch with HRG

Working on Weekends/Holidays Any ISHIRite, who is expected to work on a holiday/weekend, will be required to drop

an email to HRG with a CC to their Reporting Manager before 5.30 pm, the preceding day

HRG will consolidate names of people who are expected to work over the weekend/holiday and send a list to Steering Committee, as well as handover a copy to the Security Guard to monitor (ISHIR_ISHIRitesWorkingOnWeekend)

The Security Guard will allow only the people whose names are mentioned in the list to enter the premises

Any person not covered in the list can enter ISHIR premises only once he makes the guard talk to his RM for the latter’s approval. This is in case anything unplanned comes up at the ISHIRite’s end

4.5 Work LogIt is mandatory for all the ISHIRites to enter their daily work log record on the intranet. ISHIRites should record their total hours of work and details of the task accomplished each day. Work log must be filled on daily basis. In case of failure to record work log on a particular day, it must fill it up by noon next day, failing to do so work log hours will be considered as zero and name will be added in “WORK LOG DEFAULTER” list. It



will also serve as basic documentation of our efforts on every project on which we have worked.

If employee name occurs 3 times in the work log defaulter list for a particular month, they will not be entitled for bonus in the month they defaulted in filling the work log.

If the performance drops beyond the work log; a letter will be issued of written warning of indiscipline and poor performance and will be given 30 days to improve.

If this continues for two months in a row, they will not be eligible for 6 monthly bonus. Plus PM who manages the person will be flagged for not managing his team members well. If it happens on 3rd month, we will let the employee go. If this happens under the radar of the PM. We will have to have a serious discussion about PM role.

4.6 Confirmation Of EmployementAfter the completion of six months of probation period, the respective RM’s will have to provide there feedback on the employee before confirming his/her employment. RM will have to fill a questionnaire & send it to HRG, simultaneously employee will also have to fill a questionnaire given by HRG. Based on the feedbacks, employee will be confirmed on his/her employement with the company.

4.7 ISHIRite Conduct Each ISHIRite must to adhere to the highest standards of professional ethics, to maintain the public as well as company trust and confidence, and to be cognizant of, and comply with, the requirements of applicable laws and regulations.As a family each ISHIRite must be honest, fair and trustworthy in all activities and relationships and achieve a level of competence that will ensure that the quality of our services meets the highest level of professionalism required by our business standardsFoster an environment, in which equal opportunity extends to every member of ISHIR family. Avoid all conflicts of interests between work and personal affairs and strive to create a safe workplace.Each ISHIRite has an obligation to protect and maintain the Company’s assets. All manuals, training materials, product developed and service information and other technical materials prepared by or for the Company are proprietary property and should not be used or retained for personal gains or removed from the control of the Company.ISHIRites must not under any circumstances disclose confidential client information to anyone, unless we have prior permission from our client or are required to disclose client information to properly discharge our responsibilities under the law or under authoritative regulatory or professional standards.We encourage individuals at all levels of the Company to participate in charitable, civic, educational and professional organizations, and we permit them to serve as directors or officers of non-profit organizations that are not our clients. However, none of the above outside activities should impair the appearance of our objectivity or independence. Also the ISHIRites must declare the same to the company.

4.8 Office Dos & Don’tsDO NOT



Leave behind documents/files/folders, which contain information classified as ISHIR Confidential at your workstations

Leave laptop, high value portable hardware in open or unattended at workstations Keep mobile phone/wallet/valuable personal belongings unattended Pick up Headphones from other individual’s machines Keep your Mobile Ring tone loud Take any kind of personal help from the Help Staff Talk and discuss in a high pitch around workstations / “Talk Loudly over the Phone” Throw Litter around the place Leave coffee Mugs in other’s workstations Eat Snacks, Lunch at your workstation Shuffle your seats without keeping Admin in the loop Leave entrance door open of the Meeting Rooms as it effects cooling of A/C’s.

DO Carry your mobile phone / Valuables when you leave your workstation Shut down your PC when you call it a day Ensure that no information classified as ISHIR confidential is displayed on your

notice boards Carry your valuable personal belongings when leaving for the day Switch off all lights if you are last one to leave Put back the chairs into the room/cubicle, where you took it from Use Conference/Meeting Rooms for any kind of discussions Ensure to lock your drawers and take your key with you when you leave for the day Leave the common coffee Mug back at Fun area after you use it

GENERAL DO & Don’ts Expected from Employees:

Never adopt a casual attitude at work. Your office pays you for your hard work and not for loitering around.

Don’t peep into other’s cubicles and workstations. Knock before entering anyone’s cabin. Respect each other’s privacy.

Put your hand phone in the silent or vibrating mode at the workplace. Loud ring tones are totally unprofessional and also disturb other people.

Don’t open anyone else’s notepads registers or files without his permission.



It is bad manners to sneeze or cough in public without covering your mouth. Use a handkerchief or tissue for the same.

Popping chewing gums in front of coworkers is simply not expected out of a professional.

Stay away from nasty politics at the workplace. Avoid playing blame games. Keep your workstation clean and tidy. Throw unwanted paper in dustbin and keep

files in their respective drawers. Put a label on top of each file to avoid unnecessary searching.

Never criticize or make fun of any of your colleagues. Remember fighting leads to no solution. There are several other ways to express displeasure. Sit with your colleagues, discuss issues face to face and decide on something which is mutually acceptable.

Take care of your pitch and tone at the workplace. Never shout on anyone or use foul words. It is unprofessional to lash out at others under pressure. Stay calm and think rationally.

Never attend meetings or seminars without a notepad and pen. It is little tough to remember each and everything discussed in the meeting. Jot down the important points for future reference. Wait for your turn to speak.

Reach office on time. One must adhere to the guidelines and policies of the organization. Discipline must be maintained at the workplace.

Please stick to company’s dress code policy. Don’t pass lewd comments to any of your fellow workers. It is unethical to share confidential data with external parties and any other

individual who is not related to the organization. Data in any form must not be passed to anyone outside the organization.

Office Stationery is meant to be used only at work. Taking any office property back home is equivalent to stealing.

Make sure you turn off the monitor while you go out for lunch or tea breaks. Switch off lights, ACs, when not using them.

Don’t bring your personal work to office. Never ever drink while you are at work. Smoke only at the smoking zones. Do not leave the restroom with taps on. Don’t splash water on the washroom floors. Always flush properly after using the toilets/urinals.



After eating, please ensure you don’t leave foil papers, tissue papers, leftover food on the table, either you should dispose it off yourself and put the utensils at cleaning area or inform the housekeeping staff for cleaning.

Same discipline should apply during office parties.

4.9 Facilitating MeetingsTo facilitate resource availability and inform required attendees for conducting meetings at ISHIR, we will be using Outlook 2007/2010. ISHIRites will schedule meetings using meeting outlook with Purpose, Objective, Agenda and Deliverable (POAD) described in the message body. To ensure availability of resources, conference rooms are also booked using Outlook. All conference rooms are created as resources in the outlook server for this purpose. To ensure availability of resources, it is suggested to schedule meeting at least a day in advance.

4.10 ISHIR -Quarterly All Hands MeetA Quarterly All Hands company meeting will be called by either of the Steering Committee members, where all members of the ISHIR family are invited. The objective behind the meet will be to share the quarter targets for all the Units, the achievements in the preceding quarter against the targets set and the targets for thenext quarter. This will give the ISHIRites an idea about the progress in various fields. All ISHIRites will be free to raise questions and seek clarifications.All kinds of rewards/Prizes for various activities will also be taken care of in the quarterly meeting.HRG will be responsible for organizing the meets and take care that they are conducted as per the communication protocols

4.11 Dress CodeDress, grooming, and personal cleanliness standards contribute to the morale of all ISHIRites and affect the business image ISHIR presents to customers and visitors. During business hours, ISHIRites are expected to present a clean and neat appearance and to dress according to the requirements of their positions. Consult your reporting manager if you have questions as to what constitutes appropriate attire.Monday-Thursday/Client Visits/Office Meetings/Special Occasions

ISHIRites are requested to be professionally dressed at all times. Business Casuals are expected while you are in the office from Monday to Thursday

Meno Short-sleeved or long sleeved shirtso Trousers or jeans (Except if they are uncut, embroidered,

patch work, shaded). Distressed jeans are only allowed on Fridays.

o Collared/Collarless t-shirts are allowed from Monday-Friday -BUT they should not be skin hugging, flashy or with



potentially offensive words, terms, logos, pictures, cartoons, or slogans are not allowed.

o Only Shoes are allowed from Mon-Thurs.o Sneakers, floaters & sandals are allowed only on Friday’s. o Chappals and flip-flops are not allowed on any day.

Womeno For women, salwar suites (no frills) and other semi-casual

western wear are preferred (nothing flashy or inappropriate).

o Capri’s are only allowed on Friday’s.o Short/Long sun dresses, Skirts, and spaghetti-strap dresses,

halter tops/blouses are inappropriate for the office and are not allowed.

o Jewelry, Makeup, Perfume, and Cologne should be in good taste. Remember, that some employees are allergic to the chemicals in perfumes, so wear these substances with restraint.

Casual Fridays Please feel free to dress casually (cargo shorts are allowed) on Friday’s.

Casual however doesn’t mean unprofessional. No torn clothes of any sort are permitted.

Basics Personal Hygiene is a must. One should NOT be dressed shabbily in the

office. E.g. if you are formally dressed and your shirt/t-shirt has stains, or dirty, or trousers or jeans are dirty, the entire purpose of being formally dressing is defeated.

Please ensure your shoes are clean and polished where necessary (leather shoes). Shoes and Sneakers are allowed, but no floaters except casual Friday’s.

Ensure your hair in not scruffy, or un-kemt. Nails to be trimmed, and kept clean On Casual Friday’s, you are given liberty to wear whatever you feel like,

however this does not allow you to dress provocatively, flashy or wear clothes that show off any sort of vulgarity

Torn, dirty, missing buttons or frayed clothing is unacceptable. Seams must be finished and any clothing that has words, terms, or pictures that may be offensive to other employees is unacceptable.

Make sure your clothes are clean and wrinkle free (preferably pressed). Please ensure you are not wearing clothes that stink and also ensure you are personally following basic steps of be hygienic.



Whenever there is any theme given by HRG, for e.g. any festivals then ISHIRite are expected to follow the same.

Head Covers that are required for religious purposes or to honor cultural tradition are allowed.

If clothing fails to meet these standards, as determined by the employee’s reporting manager and Human Resources staff, the employee will be asked not to wear the inappropriate item to work again. Progressive disciplinary action will be applied if dress code violations continue and could lead to no bonus for that month.

5 Facilities

5.1 PhotocopyFor any requirements to get large quantity of official documents photocopied, ISHIRites will fill out a requisition form available at reception for this purpose. The requisition form for documents over 20 pages will be signed by respective Business Unit head. ISHIRites will submit requisition and the document to the Front Office Executive. Photocopying material is dispatched twice a day (11:00 am and 4:00 pm). Please ensure that you submit the material well in time. Front Office Executive will ensure that ISHIRites get their required documents once they are received back from the photocopier.

5.2 Library

The library has books, magazines and documents. The library catalogue is available at the ISHIR Intranet. An inventory of all the books is maintained by the HRG. All library records would be maintained on the Intranet to see the availability and current status of the books. The books will be issued only between 9:00 a.m. to 6:00 p.m. Book will not be issued for more than 2 weeks from the date of issue. If the employee fails to return the book after 2 weeks, Rs. 100 will be charged per day as a late penalty. The employee will be required to pay the fine to HRG. Books will have to be present at the time of reissue. ISHIRites will be liable to pay the cost of the book for any loss/damage to the book. In case the book is lost, employee will have to pay- the replacement cost of the book to HRG plus Rs. 500 fine (the employee will have to pay the current price of the book). The amount will not be deducted from the salary, rather a person will have to submit the amount separately to HRG.

Software / Hardware LibraryAn inventory of available software and licenses is maintained by System Administration at ISHIR. ISHIRites are requested to log their requests for software to be installed in the register available at reception. In addition to this, an email request can also be send to System Administrator.

5.3 StationeryAn inventory of stationery items is maintained by the Front Office Executive. Stationery items are issued to ISHIRites based on their request in the stationery log kept at the reception. ISHIRites are not allowed to take office property out of the office or use it for their personal purpose.

5.4 CourierLarge documents and other material to be sent to clients are dispatched through the courier services. ISHIRites will fill in the form available at the reception and will hand



over material to the Front Office Executive well in advance. These forms will be signed and approved by respective Business Unit Heads.

5.5 CafeteriaISHIR Cafeteria is an eating space provided to dine. ISHIRites will not to allowed to eat lunch/dinner on their desk except if they are unwell. ISHIRites visiting cafeteria will be required to help themselves in getting their own eatables. Every ISHIRite is expected to maintain cleanliness in the Cafeteria premises. A list of “Lunch Service Providers” and restaurants is available with Front Office Executive.

6 CommunicationISHIR encourages ISHIRites to openly discuss ideas and concerns. There are several avenues and resources available to ISHIRites to voice their concerns, ideas, or suggestions.

Internal Communication

IntranetThis is an excellent medium to exchange information within the organization. EmailYou will be assigned an Email ID on joining ISHIR. Email is an essential communication tool at ISHIR.Please contact System Admin for assistance in using an email-id. External Communication

ISHIR WebsiteFor external users, information about the company can be received from our official website www.ishir.com and www.ishirdigital.com.

7 Policies

7.1 HR Policies

7.1.1 Recruitment ProcessAttracting and recruiting the best ISHIRite is one of the most important elements, which lead to success of an organization. In order to achieve this, we aim at recruiting people with requisite skills, qualifications and experience.At ISHIR, we believe that the recruitment process is the very first interface of an organization with its prospective ISHIRites, and this is the time when the right image of an organization can be portrayed.

Please refer to ISHIR_RecruitmentProcess for detail.


http://ndelntx2/emp01_02/www.ishir.com


7.1.2 Leave PolicyAn ISHIRite can take leave as is entitled to him / her with due permission from the Reporting Manager. This will solely depend on the exigencies of work and the necessity of the ISHIRite to go on leave. ISHIRites are entitled to four kinds of leave:

A) Casual Leave (CL)

ISHIRites are provided paid leave for unforeseen and unavoidable circumstances where the individual’s presence maybe required outside the company per personal work.

Entitlement The ISHIRite will be entitled up to 8 days of Casual Leave in a financial year.

S.No.Month

(Joining month of a person) CL1 April 82 May 73 June 74 July 65 August 56 September 47 October 48 November 39 December 2

10 January 211 February 112 March 0

Conditions ISHIRite will have CL credited to his/her account at the time of joining based on the

chart above. As per company policy up to two (2) casual leaves can be taken in a month. In case casual leave for more than three days is required by an ISHIRite, a special

approval from the Unit Head will be needed by HRG. This will also depend on an ISHIRite’s available CL balance and leaves taken in the preceding months.

These can be availed only after completion of 1 month of joining the company; however they will be pro-rated from date of joining.

Excess CLs during the year can be adjusted with available balance (either PL or SL). Casual leaves cannot be availed when an ISHIRite is serving notice period.

B) Sick Leave (SL) ISHIRites are provided with paid leave to recuperate from illness

Entitlement



The ISHIRites are eligible for 6 days of sick leave in a financial year.

S.No.Month(Joining month of a person) SL

1 April 62 May 5.53 June 54 July 4.55 August 46 September 3.57 October 38 November 2.59 December 2

10 January 1.511 February 112 March 0.5

Conditions Sick leaves will be credited in an ISHIRites account when he joins. Medical certificate is required in case of sick leave taken for more than 3 days. If no

certificate is produced, leave will be considered without pay. The Organization may at its discretion require the ISHIRite on sick leave to present

himself/herself for medical examination by a doctor. Sick Leaves can be claimed immediately after availing casual leaves.

C) Privilege Leave (PL)Privilege Leaves (PL) are to provide ISHIRites, annual vacation from work. The sameshould be planned for and applied at least 15 days in advance.

Entitlement Privilege Leave: 12 leaves in a year. ISHIRites are eligible to avail PL after one year of their service at ISHIR



Conditions ISHIRites must apply for PL at least two weeks prior to the leave. The leave must be

sanctioned by the Reporting Manager and the Unit Head. No PL adjustments will be done for Unplanned Leaves.

12 PLs will be credited on annual anniversary date for each employee. PLs cannot be accumulated for more than 30 days at any point of time, more than

30 will lapse automatically. Eg. If the individual has 30 PLs at the end of a financial year, his balance will not increase to 31 at the end of the financial year. In case of less than 30 Pl’s, PL’s will get carry forward to next financial year.

Encashment of PL’s will not be beyond 30PL’s at the time of exit.

Encashment at the time of separation

Scenario 1: If Employee has not completed 3 years:

At the time of separation, If employee has served less than 3 years in the company and the person is not able to serve the notice period, in that case there is no adjustment of PL’s in the notice period and there will be no encashment of the balance PL’s. In that case the person has to pay back salary equivalent to the balance days of the notice period to the company. This will be applicable only on the mutual consent of RM, UH, HRG & employee. You’re CLs, MLs/Paternity Leave/Priviledge Leave and RHs will automatically get lapse the time you put in your papers.Any leaves taken during the notice period will extend the notice period by the number of leaves availed other than available Sick Leaves (SL) to the employee. Internal Note: UH can give an option to the employee to consider leaves without pay as a final resort.

Scenario 2: If Employee has completed 3 years:

If employee has served more than 3 years in the company: If person is not able to serve the notice period, in that case adjust the PL’s in the notice period and encash the balance PLs. This will be applicable only on the mutual consent of RM, UH, HRG, CEO & employee. In case the person does not have enough PLs to adjust with the notice period then he/she will pay back the balance notice period amount. Leaves are not allowed to be availed during notice period which is also the transition period, under normal circumstances. You’re CLs, MLs/Paternity Leave and RHs will automatically get lapse the time you put in your papers. Any leaves taken during the notice period will extend the notice period by the number of leaves availed other available Sick Leaves (SL) to the employee. Internal Note: UH can give an option to the employee to consider leaves without pay as a final resort. -In case of resignation/separation, the entire balance standing to the credit of the ISHIRite can be encashed as along as the above 3 years conditions are valid. -The encashment procedure would involve computation of the compensation on a per day basis which would then be multiplied into the number of leaves that are to be encashed. - In case the length of service is more than 3years-The average compensation of the number of years worked will be used to compute the amount that can be encashed.



- Encashment and Adjustment of PLs cannot exceed 30 days.PLs will be encashed only at the time of separation from ISHIR provided the individual has spent at least three (3) years in the company and provided the individual served the notice period at the time of separation.

D) Maternity Leave (ML)

To provide women ISHIRites certain rest period before and enjoy the new member of the family after the childbirth.

Entitlement

Female ISHIRites are entitled to three (3) months of maternity leave & new mother will get full pay for three (3) months during her pregnancy.

Conditions This facility is for confirmed female ISHIRites only; confirmation would be after

6months of probation period with the company. In case of miscarriage or if pregnancy is terminated on medical grounds, leave

without pay up to six weeks thereafter will be allowed.

Note: - If the gap between maternity leave start date and appraisal cycle date is less than or equal to 3 months, then appraisal decision will be pushed till her resuming the job post maternity. The arrear of appraised amount which she deserved as per routine appraisal cycle will be paid off one arrear per month basis, if the employee resumes and has worked at least 3 months after she rejoins. If additional leaves are applied beyond three months maternity leave period and total leaves exceeds 120 days, then employee will forfeit the appraisal and her next appraisal cycle will be decided once she resumes the job. If an employee gets appraisal and disclose her pregnancy post appraisal to avail maternity within 3 months of appraisal, then appraisal will be revoked and resumed as per the policy defined above.

E) Paternity Leave (PL)To provide the proud fathers a couple of days time to celebrate and be with the new member of their family.

Entitlement All legally married male ISHIRites are entitled for 2 days of Paternity Leave which can be taken on consecutive days within 15 days starting from the expected date of Childbirth.

Conditions



o This facility is for confirmed male ISHIRites only; confirmation would be after 6months of probation period with the company.o Leave taken in excess of one’s Paternity Leave entitlement, will be adjusted against Privilege leave accumulations.

F) Restricted Holiday (RH)To respect an ISHIRite’s religious affiliations two days in a year are allocated as RH. The ISHIRite may take it on any day from the list of RHs published on the intranet each year.

Entitlement The ISHIRites are eligible for 2 days of RH in a calendar year..



Conditions o ISHIRites are eligible to avail RH from their date of joining. o ISHIRites must apply for RH at least one week prior to the leave. The leave must be sanctioned by the Reporting Manager and the Unit Head. o These leaves cannot be carried forward.

G) Appreciation Leave (AL)To appreciate efforts and hard work put in by teams/individuals. Entitlement Appreciation Day Off could be given to team members or individuals after successful completion of the project i.e. the project was completed on time and with right quality standards. It can also be extended for any initiative or piece of work which the management considers outstanding and worth rewarding.

Conditions This would be given at the discretion of the TL/PM/Unit Heads and approval from HRG.

This day off can also be combined with CL or PL.

It should be availed according to the conditions applied.

*Please refer to the table below:

Type of Leave

Casual Leave Sick Leave Restricted Holiday( RH )

Privilege Leave (PL)

Entitlement 8/ year 6/ year 2 / year 1 working day /month of service

Availment As and when required

As and when required

Can be availed on any of the days mentioned as RH in the holiday list on the intranet

As and when required by an ISHIRite

Accumulation

Any unavailed lapses at the end of the year



Can be accumulated by an ISHIRite

Encashment No encashment No encashment No encashment As per policyCan it be combined?

Can be combined

Can be combined

Cannot be combined with PL

Cannot be combined with any other leave



The rules for availing these leaves are:

General Rules Leave shall be granted with prior approval by filling the Leave Application on the

Intranet and getting it approved by the Reporting Manager, HRG and the Unit Head. Unapproved leaves will be treated as LWP (Leave without pay). Unauthorized / no intimation to the Reporting Manager will be treated as an act of

indiscipline and as such would be treated as LWP (Leave without Pay) All rights to amend/modify/alter these rules either generally or specifically in a

particular case are reserved with the management. Before going on leave ISHIRite must inform his/her Manager or subordinate about

the tasks to be handled in his/her absence. Leave can’t be claimed during the notice period at the time of separation except

with the special permission from the Management. No leaves other than the privilege Leaves will get carried forward to the next

financial year. - If the weekends come in between the leave period, it will not be considered as

sandwich leave i.e. weekends will not be counted as leaves. -If your attendance reflects Absent for a particlaur day and nothing as been applied

(leave/attendance) for that day, then the deductions will take place from compensation.

All deductions will be made, after an approval from the Unit Head is received by HRG, as described in ISHIR_Leave&AttendanceManagementProcess.

On availing excess of CL and SL in a month, it will not be taken as LWP rather would be adjusted with available balance.

- Employees working on US support timings will be allowed to leave early from office

when it is a holiday in the US, provided no work is pending at their end and a prior Reporting Manager approval.

For employees who worked on Indian holidays to support the clients in the US will be allowed to take leave on the days when there is holiday in the US and a prior Reporting Manager approval..

Also, if someone is leaving early or intends to take leave on the above mentioned days, then they will have to inform their Reporting Manager/ COO/ Client well in advance

Leave Policy For Trainees:Trainees are entitled to avail CL (casual leave) & SL (Sick Leave) in a financial year, which has to be applied through Intranet. There is no PL provisioned for trainees.

Any leaves (CL or SL) taken in bulk will be approved at the discretion of your RM.



7.1.2.1 Leave Management Process Employee is responsible for his attendance, HRG dept will work on the status visible to

them. Please don’t expect them to remind you about punch in/out/leave application.

An employee will follow up with his/her RM after applying the leave for approval; it is the responsibility of the subordinate & the RM to close the leave.

Employee needs to check his attendance on 29th of that particular month, as based on the status as on this date, HR will pick data for that month.

HRG will send a reminder mail to” ISHIR Family” for checking the attendance on 28th of every month.

If after 29th of the month, in your attendance it appears "A" then it will be considered as LWP.

Employee can't apply “AL” leave from their end. It will only be applied and approved by HRG after receiving an approval mail from respective RM.

Employee can’t apply “LWP” because “A” will, by default, appear which implies A and LWP are the same.

7.1.3 Internal Complaint PolicyThe Internal-Complaint Review Policy is a system to seek internal resolution of their work-related complaints. This policy states the philosophy of ISHIR that all ISHIRites have free access to their immediate superiors or to other superiors of their choice to informally express their work-related concerns.ISHIRites should inform their Reporting Manager by writing him a mail about work related concerns. Reporting Manager or his designee investigates the problem, recognizing it as confidential matter. During course of investigating and resolving such issues some dissemination of information to others may be appropriate. The solution to issue is discussed with the concerned to close it. In case the concerned person is not satisfied with the solution, he can raise the matter to any other member in the senior management group, with whom he finds it comfortable.

7.1.4 Policy against harassmentISHIR is committed to the elimination of discrimination and the provision of equal opportunity. The company prohibits discrimination on the basis of race, color, national origin, religion, sex, sexual orientation, marital status, age, disability or veteran status in any of its policies, procedures, or practices. Every member of the ISHIR Family is responsible for creating and maintaining a climate free of discriminatory harassment. ISHIR strongly disapproves of and will not tolerate harassment of ISHIRites by managers, reporting managers or coworkers. Similarly, ISHIR will not tolerate



harassment by its ISHIRites of non-ISHIRites with whom ISHIRites have a business, service or professional relationship.

HarassmentHarassment includes verbal, physical and visual conduct that creates an intimidating, offensive or hostile working environment or that interferes with work performance. Harassing conduct can take many forms and includes, but is not limited to, the following: slurs, jokes, statements, gestures, assault, impeding or blocking another's movement or otherwise physically interfering with normal work, pictures, drawings or cartoons based upon an ISHIRite's sex, race, color, national origin, caste, religion, age, physical disability, mental disability, medical condition, ancestry, marital status, sexual orientation, family-care or medical-leave status, or veteran status.Sexual Harassment Sexual harassment in particular includes all of these prohibited actions as well as other unwelcome conduct such as requests for sexual favors, conversation containing sexual comments and unwelcome sexual advances.Responding to such ComplaintsAny incident of harassment by any company personnel or any other person should be reported promptly to the ISHIRite's reporting manager/manager/Human Resource Group, who is responsible for investigating the matter. Every reported complaint of harassment will be investigated thoroughly, promptly and in a confidential manner. In the case of ISHIRites, if harassment is established, ISHIR will take disciplinary action for a violation of this policy. Punitive actions can range from verbal or written warnings up to and including immediate termination depending upon the circumstances. With regard to acts of harassment by customers or vendors, corrective action will be taken after consultation with the appropriate management personnel.

7.1.5 Disciplinary ProcedureTo establish rules pertaining to conduct, performance, and responsibilities so that all ISHIRites can conduct themselves according to certain rules of good behavior and good conduct, there is a disciplinary procedure in place.The Company may take whatever disciplinary action and/or impose any sanction, which it determines appropriate._

7.1.6 Appreciation Day OffExtended for any initiative or piece of work which the management considers outstanding and worth rewarding. This would be given at the discretion of the TL/PM/Unit Heads and approval from HRG.



7.1.7 Mobile Phone PolicyThis Policy is meant to give Project Managers/Business Developers mobility in communication to carryout business activities for ISHIR. To enable them to interact freely with the clients to build company image and facilitate business operations.

The amount will be decided by the RM based on the responsibility given to the subordinate and depending on his/her nature of work.

7.1.8 Separation ProcessThe objective of this process is to establish a formal process for separation of ISHIRites from the organisation. ISHIRite separation may take place due to resignation/termination and be initiated by the ISHIRite or the company. The purpose of this process is to define the actions to be taken in this event. This is applicable to all ISHIRites.Separation involves acceptance of resignation, exit interview, clearance from all the unit heads, issue of experience certificate and final settlement of accounts.All ISHIRites are required to serve notice of the time period as defined in their Appointment Letters, from the date of resignation. In case the said notice is not given, the ISHIRite stands to forfeit his/her current month’s Compensation and no Compensation/experience certificate would be issued to him/her. In no case will an ISHIRite be permitted to leave without handing over charge of his/her assignment to whomsoever designated by the concerned Reporting Manager. For details refer ISHIR_SeparationProcess.

7.1.9 Smoking & DrinkingISHIRites will not be allowed to smoke and drink inside the boundaries of office premises. Or allowed to drink outside the office and come to the office drunk. In case an employee is caught drinking or found drunk in the office, strict action will be taken against the employee. The employee will be given a written warning and no bonus will be paid for that month. If the employee is caught two times in one calendar year then he/she can be asked to leave the company without further notice. In such case his/her employment will be terminated and if any PLs are accumulated they will not encased. This above rule does not apply when the company has official office parties. In case, the employee is asked to come to the office after hours on an urgent basis, in those cases an email should be sent to UH, HRG and General Admin prior to your entering the office premises by your Reporting Manager.

7.1.10Policy on 5 years/10 year Completion/Loyalty Bonus

ObjectiveTo ensure our committed and loyal employees get recognized for their dedication and allegiance to ISHIR. Policy on 5 years/10 year completion is designed to recognize the loyalty, efforts, dedication and hard work of employee on achieving a milestone of completing 5 years with the organization.



EligibilityAll ISHRites who complete 5 years/10 year of service with the organization.

S.NO GIFTING STRUCTURE ON COMPLETION 10 YEARS 5 YEARS1 Dinner With The Management 3000 --2 Family Dinner (upto) 5000 25003 1 Gold Coin 4000 --4 2 Silver Coins 2000 20005 Trophy 2000 20006 15 Extra PL's 15 Extra PLs --7 Long Term Service-Certificate Yes Yes8 Vouchers No 1500

TotalINR 16000+15 PLs INR 8000

**10 years completion: 15 extra PL’s will be given to an employee who has completed his/her 10 years with the company. These extra 15 PL’s can be availed during working with the company or encashed(over and above 30 PL’s) at the time of separation.

7.1.11Policy on Health Insurance We highly encourage people to take individual policy of their choice and company will make reimbursement upto 5K per annum after verifying the documents and cards. For the people who have individual policies already bought out, they can come, show original documents/receipts/cards and apply for reimbursement.We would do a very simple undertaking documentation regarding this, Policy documents will be verified by HRG first and then reimbursement will be processed.

The above benefit can be availed by an employee after his/her successful completion of probation period in the company.

Clarification

The period for policy is going to be June to May. So let’s say someone has an individual policy worth 6,000 bought in December, so now this person will get reimbursement for June to November period(time of his policy renewal) on pro rata basis as per 5K/annum calculation, plus again he can come and claim at renewal in December, the amount, upto 5K. by following the process.

If someone leaves the job in midterm, pro rata deduction for mediclaim will be made from his full and final settlement.

The above, will be maintained by Finance department and for further clarity on the above two points you can contact Mr.Eteyender.



Apart from the above benefit, company gives you the coverage under GPA (Group Personal Accident Policy) from day 1 of your joining.

*Company holds right to bring about the policy change at any point of time.

7.2 HR Schemes

7.2.1 ISHIRite Benefit SchemeISHIRite Benefit Scheme at ISHIR aims at enhancing an individual's job satisfaction and sense of belongingness in the organization. The various types of schemes under this are defined as mentioned below:

7.2.2 -

7.2.3 -

7.2.4 Marriage Allowance This scheme is designed to provide ISHIRites an opportunity to spend time with

their life partner over a dinner date sponsored by ISHIR. An ISHIRite and his/her spouse can have lunch/dinner at a restaurant as a gift

from ISHIR. They will submit the bill to Finance, for a reimbursement of a maximum of Rs.

1000. The ISHIRite must have completed at least three months with ISHIR to avail this

scheme All hard liquors are included in this scheme

7.2.5 ISHIRite Referral Scheme HRG will announce some of the requirements to the ISHIRites through mail .The

ISHIRites will then refer the talent known to them as per the ‘ISHIRite Referral Programme’. HRG will also upload Metrics on the office notice boards that gives update on how many references received and by whom etc..so that maximum response is generated from within the organization. If the candidate referred by the ISHIRite, is finally selected, the ISHIRite will become eligible to receive a Referral Bonus (20% of the Gross Joining CTC/Month of the referred and selected candidate).

Additional 5% of Gross Joining CTC/Month will be added to the ISHIRite who refers the most candidates selected for open positions. Such referral program changes will occur from time to time.

The payment will work in the following manner in the case of a permanent employee: The ISHIRite will receive Rs. 1500/- from the day of joining of the referred

candidate provided the candidate has worked at ISHIR for a month and his/her performance has met our internal standards.



o The balance amount (20% gross monthly compensation, less Rs. 1500/-) shall be paid after the completion of six months of the new joinee at ISHIR. Plus additional 5% for the ISHIRite having referred most selected candidates.

If the candidate (Trainee) referred by the ISHIRite, is finally selected, the ISHIRite will become eligible to receive Rs. 1,000/-. In the same ways if a trainee refers an ISHIRite(permanent employee), a trainee will be eligible to receive Rs.1000/-.Also in case of trainees, if trainee refers another trainee and he/she gets selected and joins the company, trainee will be entitled for a referral amount of Rs.1000/-.

The payment will work in the following manner in the case of trainee:o The ISHIRite will receive Rs. 500/- on the day of joining.o The balance amount (Rs. 500/-) shall be paid after the completion of six months

of the new joinee at ISHIR. HRG will give the Referral Bonus to ISHIRites during monthly Birthday celebration in

the company. Human Resources Group and UH are not eligible to get the Referral Bonus. No Referral Bonus shall be paid in case the referring ISHIRite leaves ISHIR during the

six months period starting from the date of joining of the referred candidate. No Referral Bonus shall be paid in case the referred candidate leaves ISHIR without

completing the said Six Month’s period. No Referral Bonus shall be paid in case the Referrer leaves ISHIR without giving any

notice or without following the stipulated procedure predefined by the Human Resource Group at ISHIR.

7.2.6 Performance Bonus We encourage ISHIRites to achieve their full potential by providing them bonus

based on their monthly performance ratings. This gives our employees additional compensation in their take home package.

RMs/UH rate all their team members by 7th of the following month for their teams’ performance by giving them rating in the scale of 5.

For Tech & IM, reminder will be given only on 7th of every month, after that RM’s who have failed to give the ratings for their team members, their names will be sent to MGMT after every 7th .

If any ISHIRite gets a rating less than 3, they are not eligible for performance bonus for that month.

Performance bonus is given every 6 months for periods between April-Sept and October-March. These periods will be called Performance Periods.

Performance Bonus is paid to the employees on 21st of the month following Performance Period i.e. May 21st and November 21st.

If the employees resign during the performance period and before the Performance Bonus is paid, then the employees are no longer entitled for the Bonus amount.

If any employee has worked less than 3 complete months in the company, he will be eligible to be paid the performance bonus in the following Performance Period for all the months his performance rating was above 3.



7.3 Finance Policies

7.3.1 Reimbursements

7.3.1.1 Business Expense ReimbursementsBusiness expenses incurred on behalf of the company or any other reimbursable expense as per the travel, extra time, food policies can be reimbursed. All approved reimbursements will be made by Finance Department on 21st of every month if bills and reimbursement forms are submitted by the last day of the previous month.

Reimbursement form must be filled up and submitted to accounts with following details:

All bills for expenses incurred must be attached with the Reimbursement form (Refer “ISHIR_ReimbursementForm”)

Proper description of the expenses incurred and breakups, where ever possible Written Approval on the Reimbursement form for the expenses from the

Reporting Manager within 48 hours of incurring the expense. These expenses should be approved by UH.

Reimbursements for late working hours Provisions have been made for ISHIRites working beyond scheduled working

hours for food and conveyance. ISHIRites staying in the office beyond 10:30 pm and working on weekends are

entitled to claim a maximum of Rs. 125 for food/snacks (per person). Each employee will need to submit the form individually to Finance after approval by their Reporting Managers and UH. These need to be backed by bills. No group reimbursements are allowed.

ISHIRites may be applicable to be reimbursed for actual Taxi/Auto fare in situations when they use Public Transportation such as Metro or Buses and are asked to work after 11:00 p.m. in the office.

The travel reimbursement is not applicable for ISHIRites using their own conveyance as mode of commuting after hours.

All claims are to be submitted to Finance after approval from your Reporting Manager/UH/COO/CEO on the Reimbursement Form along with the bill.

For those who support US/UK and clients in other parts of the world, for them the late night food and travel reimbursements are not applicable as their working hours may vary. Only special cases will be approved by the COO as per the recommendations from the PM. This will depend on a case to case basis.

The respective Project Managers will be responsible to evaluate the bills and their authenticity before submitting them for approval to the COO/Finance.

All approved reimbursements will be made by Finance Department on 21 st of every month if bills and reimbursement forms are submitted by the last day of the previous month.

Refer to section on “Reimbursements” to understand procedure for submitting such reimbursement requests.



Business Travel ReimbursementsISHIRites traveling to client site will be given travel allowance. However conveyance has to be sanctioned by the respective Project Managers/Reporting managers after review with UH/COO/SC/CEO. No advance reimbursement can be taken for such requests. The approval of the KMs (Kilometers) for a specific destination lies at the discretion of the Finance unit. Such reimbursements are only applicable when the employee travels excess KMs beyond what they would travel to their daily commute to the office. Taxi/Auto fare would be reimbursed in actuals. The fixed rates for personal conveyance used by ISHIRites are: Rs. 6.00 per KM for carsRs. 3.00 per KM for two wheelers

Also for candidates who are coming from out station, in case there travel expense is reimbursed (based on the urgency of the project), they will have to pay back the reimburse amount if they leave the company before six months of time or else it will be adjusted against there pending dues towards the company. The employee will also be required to meet the notice period clause in their appointment letter else the reimbursed amount will be adjusted against the final salary calculations.

Refer to section on “Reimbursements” to understand procedure for submitting such reimbursement requests.All approved reimbursements will be made by Finance Department on 21st of every month if bills and reimbursement forms are submitted by the last day of the previous month.

7.3.2 Expense Sanction ProcessAll expenses for the business/functional units are managed and sanctioned by the unit heads. Weekly summaries by finance will be prepared for each unit and will be presented to the unit head in the form of the summarized “ISHIR_Expense Tracking Sheet” document.

7.4 General Administration Policies

7.4.1 Visitor PolicyTo provide safety and security of ISHIRites and the facilities at ISHIR, only authorized visitors are allowed in the workplace. Restricting unauthorized visitors helps maintain safety standards, protection against theft, ensures security of equipment, protects confidential information, safeguards ISHIRite welfare, and avoids potential distractions and disturbances.All visitors will check-in an entry in the register kept in the guard room. Visitors coming to meet you are to be entertained only at the Reception. Visitors are not permitted in any other part of the office without the prior permission of the Front Office Executive. All clients required to meet the senior officials in their rooms will be escorted by Front Office Executive /person to meet. ISHIRites are responsible for the conduct and safety of their visitors.



If an unauthorized individual is observed on ISHIR’s premises, ISHIRites should immediately notify the Front Office Executive. All visitors will be required to make an entry in the register at the Main Gate and will be handed over a “ Visitor I-Card” . - This will ensure additional security of our ISHIR family members.

7.4.2 Client ManagementThis policy is to help provide personalized attention and make client visits to ISHIR a great experience with comfort.The Front Office Executive should be informed about any about any client visits.ISHIRites will inform the Front Office Executive with following details:o Date and timeo Agendao Food/Drink requiremento Office Boys requiremento Room Managemento Conference room requiremento Projector requirementFront Office Executive will write e-mail to ISHIR about client visit and any dependencies.

7.4.3 ProjectorThis policy is to ensure availability of projector at required time for successful meeting/presentation/training. The Projector will be maintained and installed by System Administration only. ISHIRites can use hardware request procedure to book projector available with the System Administration. Alternatively, they can also send an e-mail to System Administrator.

7.4.4 Security Policy ISHIRites to ensure company property, information, documents and materials are

kept secured at all times. An ISHIRite has to have written prior approval by System Administrator before

taking any company material (i.e, monitor, CD, CPU etc) out of the office premises. The company reserves the right to check the contents of any container being taken out of the office premises.

Company restricted information should be sent through trusted couriers only and should be faxed only if there are proper controls at the receiving end.

Any restricted information of the organization that is generated in the course of copying/ printing must be destroyed. The people initiating the print command must not leave printers unattended while printing restricted information.

Use of computing power for personal gain or in a manner inconsistent with professional conduct is strictly prohibited, e.g. downloading inappropriate material from the internet or mass mailings which do not have a legitimate business purpose.



ISHIRites are not permitted to access co-worker’s machine without the owner / Manager’s approval.

Refrain from installing / downloading software from external sources as far as possible to avoid virus infection.

ISHIRites should not install unlicensed software. If anybody is found indulging in acts of stealing, harsh punitive measures would be

taken. The company will not be held responsible for any loss, damage etc to an ISHIRite’s property.

Bringing personal laptops, movable hard drives, and USB drives to work are not allowed. In cases, if you are having to bring them to work for reasons for work, please get written permission from your BUH. You can get your PM or RM to get necessary permissions and necessary slip signed by BUH. BUH will inform Admin, HR, System Admin department and Management about such approvals. Admin will inform the necessary people at Security about the approval so such devices can be allowed through the security gate. All exceptions require BUH’s permission. If you will bring these properties without permission, either you arrange instant permission or deposit them at security, who can keep your belongings safely at the reception.

7.4.5 Safety PolicyISHIR is committed to providing and maintaining a healthy and safe working environment for all its ISHIRites. The company expects cooperation of all ISHIRites to maintain basic good housekeeping, factors influencing the maintenance of high standards of health and safety in offices. The staff should always be conscious of dangers, identify hazards (the potential for harm), assess risks presented by their working environment and activities and manage those risks. Unsafe ConditionsAny unsafe conditions, e.g., faulty fire doors, missing fire extinguishers, missing Fire Notices, defective equipment (particularly defective gas fires), poor lighting, damaged floor coverings, unsafe furniture and so on, should be reported to your immediate reporting manager and the Administration unit, so that remedial action can be taken.Electrical HazardsElectrical circuits should not be overloaded by the use of adaptors to serve a number of appliances. Independently fused, fixed multi-socket plug boards should be used. Appliances should be switched off and unplugged after use and at night (unless the equipment concerned is designed to run continuously).FireIn most areas, fire is a major potential hazard, and due care must be taken to prevent the outbreak of fire. We have provided Fire Extinguishers on every floor to ensure fire is put off safe. Kindly refer to the Do’s and Don’ts below for greater understanding.Workstation HazardsThe Screen



Display screens should be free from reflective glare and characters should be stable, easily readable, with no visible flicker or swim. Screens should swivel and tilt easily, and you should have control of brightness and contrast.

KeyboardThe keyboard should be separate from the screen and tiltable, for maximum operator control, and your work surface should be sufficiently large for a flexible arrangement of the components of your workstation.SeatingThe height of your chair and the angle of the chair back need to be adjustable so that the whole design of the workstation is suited to the physique, so as to provide a comfortable working environment. If there is a health and safety problem in the workplace, it should be reported to your Reporting Manager and/or Administration.

7.5 System Administration Policies

7.5.1 Software/ Hardware Movement PolicyISHIRites are not allowed to take any software, hardware and/or confidential papers out of the office premises without permission from their Business Unit Heads. Guard will issue a gate pass for all such items moved out of the office. ISHIRites will log in an entry in the register kept in the guard room. Security guard has authority to stop anyone who is taking along such kind of articles with them.

7.5.2 Virus PolicyISHIRites will contact System Administration team if they detect or suspect a virus infection of a machine or floppy. Failure to do so will be treated as a safety violation, and the concerned ISHIRite will be subject to disciplinary action, up to and including termination of employment.

7.5.3 Backup PolicyData backup is taken on daily, weekly, monthly and annual basis by system administrator as per “Backup and Restore Procedure” available with System Administration. Request for restoring data can be given with prior approval from Project Manager. An e-mail should be sent to System Administrator to request for restoring data.

7.5.4 Hardware Problem ResolutionISHIRites can log their requests for hardware problems in the register available at reception. In addition to this, an e-mail request can also be send to System Administrator.

8 RecreationISHIR believes in providing a platform for recreation for ISHIR family members. This is done through participation of ISHIRites in various activities organized in the organisation. The ISHIRite representatives are involved from the planning till the implementation stage of all the activities.



The Human resource Group at ISHIR will initiate the process of creation of various activity groups at ISHIR. This is done by the following methods: Formation of Various Activity Groups: Various activity groups at ISHIR have been

formed. The members of these groups are through self-nomination, based on the member’s interest in a particular activity or group. The three types of groups that have been formed are:o Cultural Group: this group is responsible for various cultural and recreational

activities at ISHIR. This includes: Theme dress codes (a colour or a theme is decided for the entire

organisation on special days/occasions) Organizing lunches between various Units (wherein one Unit hosts and

the other invited as Guests) Organizing Company outings (movies/get-together, etc.) Birthday celebrations: On the day of an ISHIRite’s birthday, ISHIR

management extends half day off to him/her. This is to facilitate them celebrate their special day with their family and friends.

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9 Career Development

9.1 Training & DevelopmentWe offer excellent training opportunities for professional and self-development through our frequent training programs. ISHIRites are encouraged to continue upgrading their skills.Trainings will be facilitated by Human Resource -. Training at ISHIR is role-based, mapped to project needs and conducted by internal/external faculty.

The various forms of training includes presentations, workshops, classroom training and mentoring.

9.2 Performance Management SystemPerformance Management policy at ISHIR aims at enhancing an individual's contribution to the company's goals and enhances opportunities for personal growth and job satisfaction. This is achieved through monthly PRA review meetings with respective manager/leader. Monthly PRA review meetings provides an opportunity to understand the monthly key deliverables by an ISHIRite and share feedback on various issues with the reporting manager/HR. -


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