Employee Handbook – 202 6 1 | P a g e E m p l o y e e H a n d b o o k 2 0 2 6 Employee Handbook – 202 6 2 | P a g e Table of Contents 1. PERSONNEL MANUAL OR EMPLOYEE HANDBOOK ................................ ................................ ................................ .............. 3 2. JOINING POLICY ................................ ................................ ................................ ................................ ................................ ........ 3 3. WORK RELATIONSHIP POLICY ................................ ................................ ................................ ................................ ............... 7 4. SCREEN RECORDING POLICY ................................ ................................ ................................ ................................ .................. 7 5. IT POLICY ................................ ................................ ................................ ................................ ................................ .................. 8 6. CONFIDENTIAL DATA LEAKAGE AND INFORMATION THEFT POLICY ................................ ................................ ............. 10 7. NON - DISCLOSURE AGREEMENT (NDA) & TERMS OF EMPLOYMENT : ................................ ................................ ............. 11 8. LAPTOP POLICY ................................ ................................ ................................ ................................ ................................ ...... 12 9. CORPORATE COMMUNICATION AND CONDUCT POLICY ................................ ................................ ................................ ... 15 10. INTRA AND INTERDEPARTMENTAL COMMUNICATION POLICY: ................................ ................................ ................. 15 11. NON - COMPETE AND NON - SOLICIT POLICY : ................................ ................................ ................................ ................... 16 12. EMPLOYEE GRIEVANCE POLICY ................................ ................................ ................................ ................................ ....... 16 13. PERSONAL IDENTITY ATTRIBUTES EQUALITY & PRIVACY POLICY ................................ ................................ ............. 17 14. POLICY ON EMPLOYEE CONDUCT, CONFIDENTIALITY, AND DEFAMATION ................................ ............................... 18 15. VIOLENCE IN THE WORKPLACE POLICY ................................ ................................ ................................ ......................... 18 16. ANTI - HARASSMENT POLICY ................................ ................................ ................................ ................................ ............. 19 17. ATTENDANCE POLICY ................................ ................................ ................................ ................................ ....................... 23 18. TIME MANAGEMENT AND REST PERIODS POLICY ................................ ................................ ................................ ........ 24 19. LEAVE & HOLIDAY POLICY ................................ ................................ ................................ ................................ ............... 26 20. COMPENSATORY OFF POLICY ................................ ................................ ................................ ................................ .......... 32 21. PERFORMANCE ASSESSMENT AND APPRAISAL POLICY ................................ ................................ ............................... 33 22. PERFORMANCE INCENTIVE PAYOUT POLICY ................................ ................................ ................................ ................. 34 23. PERFORMANCE IMPROVEMENT PLAN (PIP) POLICY ................................ ................................ ................................ .... 34 24. POLICY ON EMPLOYEE REFERRAL PROGRAM ................................ ................................ ................................ ................ 36 25. SALARY & SALARY PROCESSING ................................ ................................ ................................ ................................ ...... 37 26. NON - DISCLOSURE OF SALARY POLICY ................................ ................................ ................................ ............................ 38 27. DRESS CODE (ATTIRE GUIDELINE) POLICY ................................ ................................ ................................ .................... 39 28. EMPLOYEE IDENTIFICATION CARD (ID) POLICY ................................ ................................ ................................ ........... 39 29. MOBILE PHONE UTILIZATION POLICY ................................ ................................ ................................ ............................ 40 30. TERMINATION POLICY ................................ ................................ ................................ ................................ ...................... 41 31. FIRST AID BOX USAGE POLICY ................................ ................................ ................................ ................................ ......... 43 32. EMPLOYEE SEPARATION/ DEPARTURE POLICY ................................ ................................ ................................ ............ 44 33. RESIGNATION POLICY ................................ ................................ ................................ ................................ ....................... 45 34. POST - OFFICIAL TOUR RESIGNATION POLICY ................................ ................................ ................................ ................. 47 POLICY ACKNOWLEDGEMENT FORM ................................ ................................ ................................ ................................ ........... 48 Employee Handbook – 202 6 3 | P a g e 1. PERSONNEL MANUAL OR EMPLOYEE HANDBOOK Objective: The objective of the Pristine Market Insights Personnel Manual is to align HR policies with the organizational and business objectives. This document provides a comprehensive overview of the basic HR policies and processes for Pristine and its employees. The purpose of this manual is to ensure that all employees have a clear and consistent understanding of the company's policies and proce dures. It serves as a guide to interpret and effectively implement these policies. Interpretation: PRISTINE's interpretation of its policies and processes is considered final and binding for all employees of the company. Clarifications: To clarify, the HR department has implemented specific company policies for employees. These policies are designed to ensure proper management and adherence to HR guidelines within the organization. If you have any questions or suggestions about these poli cies, please discuss with your supervisor or HR. Disclaimer: This manual is not exhaustive. The company's policies and guidelines outlined in the manual are the legal terms and conditions of employment, and any promises or assurances made to an employee outside of these terms cannot be enforced as part of a contract. The company retains the right to modify, supplement, delete, or add to this policy as needed in its sole and absolute discretion, with prior notification to employees at least 5 working days in advance. Any amendments or revisions may be communicated verbally or in writing within the system. Note: If any instances are observed where an employee is found to be exploiting the mentioned policies, the Reporting Manager or HR representative reserv es the right to take disciplinary action, including termination if necessary. 2. JOINING POLICY Pristine recognizes the importance of an efficient onboarding process to ensure the smooth integration of new employees into the organization’s culture. This policy applies to all staff members and requires newly onboarded employees to submit all necessary documents on their date of joining. In case of any issues, the documents must be submitted within two business days from the commencement date. Upon successf ul completion of this process, the appointment letter will be issued. Key Pointers: ➢ Offer Letter: • Upon successful selection, the HR department will issue an offer letter to the candidate. • The candidate must accept the offer through email confirmation and also, by signing and returning a copy of the offer letter within the specified time frame. ➢ Pre - Jo ining Steps: • To ensure a new employee get a professional introduction in Pristine, it is important that there is an adequate preparation prior to their arrival. The responsibility for this pre - arrival preparation lies with the HR Team. • HR representative s hould talk to prospective new joiner to ensure and confirm that he/she is joining on scheduled date and also to remind him/her for the documents to be carried to complete the joining formalities. Employee Handbook – 202 6 4 | P a g e ➢ Induction and Orientation : • A comprehensive induction and or ientation program will be conducted for new employees to familiarize them with the company's culture, policies, procedures, and work environment. • The program will cover topics such as organizational structure, company values, code of conduct, safety guidel ines, and IT systems and tools. • Arrange an introduction round that includes a short meeting with the team (if needed) • HR representative or immediate supervisor to verbally explain the following topics to the new joiner: o Office location/work area. o Parking arrangements. o Organizational structure (reporting lines, key personnel). o Hours of duty (lunch and other breaks). o Mail System (internal/external). o Provide access the Employee Handbook to the new Joiner. o Supply required stationery. ➢ Employee Handbook & Policy Acceptance: • The new employee will be provided with an Employee Handbook, which contains detailed information about the company's policies, rules, and regulations. • The employee is anticipated to thoroughly review and grasp the content outlined in the Employee Handbook. Following this, the HR department will supply the employee with an acceptance letter, to be duly filled and signed by the employee. This acceptance document, titled 'Employee Handbook & Policy Acceptance,' functions as a concrete man ifestation of the employee's dedication and recognition, aiming to minimize potential disputes. ➢ Probation Period: • New employees will typically undergo a probationary period, of 6 months during which their performance and suitability for the role will be a ssessed. • Probation period may vary based on employees’ performance & attendance. The duration of the probation period will be specified in the offer letter as well as in the appointment letter • During the six - month probation period, the reporting manager is required to conduct formal feedback session within the specified timeframe. The responsible parties for this are the Reporting Manager and HR representative. • If there is a need for an "Extension of Probation" due to unsatisfactory performance, H R will issue a letter upon notification from the reporting manager. ➢ Employee Onboarding and Documentation: The HR representative or supervisor is responsible for ensuring completion of new joiner formalities, which include collecting the following documen ts: • Appointment Letter/Last Appraisal Letter & Relieving Letter, from the last employer. • Copies of all educational certificates • Copy of Aadhar card and PAN card • Copy of bank passbook (ensuring all bank details are clearly visible) • Three recent colored pas sport - size photographs • Appointment/relieving letter from your previous company • Last month's salary slips from your previous company • PF and UAN details (if applicable) • Other Residential Proofs if Any • Form 16 (if applicable) • Additionally, bring the original documents for verification purposes. Employee Handbook – 202 6 5 | P a g e As part of the onboarding process, new employees are required to complete and submit a form that includes their personal details for ID card issuance and bank details for salary purposes. The form will be provided by the HR department after the onboarding process. Employee Information Accuracy & Disclosure : • It is the employee's responsibility to accurately fill in the bank details. The company will not be held accountable for any issues that may arise dur ing the salary process as a result of incorrect bank details provided by the employee. • Employees are required to promptly inform the HR Department in writing of any changes or updates to the personal information provided to the Company, including but not l imited to government identification details (PAN, Aadhaar, etc.), bank account details, educational credentials, medical information, contact information, residential address, email ID, and emergency contact details. • Failure to update such information may result in administrative, legal, payroll, or compliance - related issues, for which the Company shall not be held responsible and shall not be obligated to provide support or assistance. • Any instance of providing false, misleading, incomplete, or outdated in formation, or deliberately failing to update required details, shall be treated as a serious misconduct. The Company reserves the right to initiate disciplinary action, including termination of employment without notice and without Full & Final settlement, as per Company policy. ➢ Signing of the appointment letter: Upon joining, the new employee is required to read and sign the appointment letter provided by the HR department This comprehensive letter encompasses fundamental information, salary structure, the service agreement, and various other essential particulars . The signed appointment letter serves as an official acknowledgment of the terms and conditions of employment. A copy of the signed appointment letter will be kept in the employee's personal file for record - keeping purposes. ➢ Joining Facilities: Provide the new joiner with an appointment letter, necessary stationery (a notepad and pen), and the ID card. The ID card will be provided within a week. ➢ Post - joining: HR representative shou ld regularly check in with the new employee to assess their cultural fit during the first month. Complete the joining formalities checklist and keep it in the employee's personal file for record - keeping. ➢ Privacy in the workplace: The employer will have access to certain personal information of the employees. Employees may want to keep this information confidential. Hence, the employer must be careful about how they collect, use, and share this information with others. They should consider the privac y concerns of employees when handling their personal information. It is the responsibility of employees to ensure that the personal information provided is accurate and current. ➢ Basic Information and Instructions for employees to follow: o Bag/ Personal Belongings: It is required of all employees to store their bags and other accessories on the company - provided cabinets. Please be careful not to keep pricey jewellery, a personal laptop, or other expensive items in the bag (in the case, if an ything gets stolen company will be not liable to assist or support in any way – employee has to file police case where the company can assist respective police with CCTV footage on the basis of proper warrant). If an employee has precious jewellery, a pers onal laptop, or other pricey items for which they have a valid worry, they can disclose this to HR or the manager and ask to put their Employee Handbook – 202 6 6 | P a g e personal luggage in a locker - based cabinet. In no case an employee is allowed to keep his bag on workable area. o Laptop Ch arging: Employees are required to ensure their laptops are properly shut down before leaving the company premises at the end of the day. Additionally, it is mandatory to disconnect the laptop charging pin from the device on a daily basis. o Accounts Usabilit y: Employees should never log out of accounts or user logins provided by the organization, including but not limited to software - based, web - based, Chrome - based, and cloud - based. Employees must give a valid, practical, or reasonable explanation if they are ever logged out. If any suspicious behavior is found in the screen recording software during the investigation, the corporation will take the appropriate legal action and process the employee. o Google Chrome History: Any accounts or user logins provided by the company will be removed/logged - out by clearing or deleting Google Chrome history. Employees are advised under no circumstances to clear their search history. o Use of Door Lock: For the start of their shift, employees are required to log in using a biome tric door lock (outside of the door). Employees are asked to log out using a biometric door lock after their shift is over (outside of the door). Employees must always log in and out using the biometric door lock while taking each break. The biometric anti - pass - back system will prohibit your admission if one has forgot to log out for a break. o Hygiene: Throughout the course of their job, employees are required to adhere to the rules of hygiene. o CCTV: Any business that considers adopting video monitoring usua lly has the best of intentions. The use of cameras throughout the workplace can also be beneficial because employees are less likely to steal if they are aware that someone is observing them. Employees should be aware that throughout working hours, they ar e being monitored by CCTV. All documents provided must be accurate and verified, and not falsified. If there are any updates to your documents, you are required to inform HR and submit the updated documents accordingly. This offer and your employment with Pristine Market Insights Pvt. Ltd. are contingent upon the completion of all verification and/or background reference checks, which may occur at any time after your effective joining date. The company reserves the right to defer or cancel your employment at any time, whether before or after your joining, if any information provided by you is found to be incorrect or misleading. After completing the joining formalities and reviewing the Employee Handbook, you will be required to sign the formal letter of a ppointment and the policy acknowledgment form attached. Kindly return the signed copies as confirmation of your acknowledgment. The candidate is responsible for fulfilling all obligations owed to previous employers prior to joining Pristine Market Insights Pvt. Ltd. The candidate also acknowledges that Pristine Market Insights Pvt. Ltd. is not accountable for any outstanding obligations with previous employers. The company reserves the right to make reasonable changes to any terms and conditions of employment. Moonlighting or freelancing is strictly prohibited during employment with the company. ➢ Disclosure of Medical Conditions: • At the time of onboarding and completion of employment documentation, candidates are required to disclose any pre - existin g serious medical conditions or health issues that may reasonably impact attendance, continuity of service, or the ability to perform assigned job responsibilities. • Such disclosure must be supported, where applicable, by relevant medical reports or documen ted medical history, to enable the Company to assess operational feasibility and workforce planning requirements. • Frequent or recurring leave requests arising from medical conditions that were not disclosed at the time of onboarding shall not be approved, except where required under applicable statutory provisions or expressly approved by Management in exceptional circumstances. Employee Handbook – 202 6 7 | P a g e • Failure to disclose material medical conditions at the time of onboarding may be treated as misrepresentation or suppression of ma terial facts and may result in disciplinary action, including termination of employment. • Medical reasons cited after joining the Company shall not be accepted as valid grounds for early separation, waiver of the prescribed notice period, or exemption from the prescribed service commitment, unless specifically approved by Management in accordance with statutory obligations. • The Company reserves the right to seek medical verification or additional documentation, as deemed necessary, to evaluate attendance - rel ated concerns or continued suitability for continued employment. 3. WORK RELATIONSHIP POLICY ➢ Any designs or work that you originate, write, conceive, or contribute to along with others, including compiled data or valuable information, must be promptly presented to the company upon request. ➢ The rights and copyrights to all the work, art, or materials you create, whether on the company premises or elsewhere, will solely belong to the company. ➢ You are expected to handle the company's products, mat erials, accessories, money, and documents with the utmost professionalism and honesty. Your employment may be terminated without prior notice if you are found to be involved in fraud, misappropriation, indiscipline, or actions against the company's interes ts. ➢ If you generate or develop any novel or innovative methods for improving the company's designs, processes, formulas, systems, etc., related to the business operations, these developments will be communicated to and owned exclusively by the company, eve n after your employment ends. ➢ Your appointment is full - time, and engaging in Moonlighting or freelancing or Education or any institutional courses any outside occupation is prohibited. Violating this policy will result in strict action, including terminati on & candidate will not be eligible for any compensation or any Full and final settlement 4. SCREEN RECORDING POLICY ➢ Each laptop issued to employees is outfitted with a keystroke monitor - based screen recorder, a feature designed to enhance various aspects of Pristine’s operations. ➢ The main function of the integrated screen recorder is to facilitate employee performance assessment by leveraging sophisticated keystroke metrics. This data - driven approach provides data on employee efficiency and product ivity through an objective and click/activity - based performance calculator. ➢ Beyond its performance evaluation role, the screen recording tool serves as a safeguard against fraudulent activities or any other inappropriate behaviors within the workplace. ➢ Pri stine also holds right to use screen recording data be utilized as an investigative resource in case of fraud, data - leak, misconduct or breaches of company policies. ➢ This comprehensive technological solution underscores commitment to maintaining a producti ve and secure work environment while fostering transparency and accountability. Employee Handbook – 202 6 8 | P a g e 5. IT POLICY IT resources refer to the following : • Capital assets such as laptops, monitors, computers, desk - set phones, mobile phones, and wiring. • Software, including commercially licensed packages or proprietary configurations. • Intellectual capital, which encompasses user files, proprietary database information, operations data, manufacturing and production control data, electronic correspondence, and voice mail. The company promotes the appropriate use of its IT resources for legitimate business activities. It strictly prohibits employees from engaging in improper or unauthorized use of technology, as outlined in this policy, or from exposing the organization to poten tial legal or financial risks. Objectives: The primary objectives of this policy are as follows: • Safeguarding the intellectual property owned by the Company • Ensuring the integrity and confidentiality of data • Preventing unlawful activities • Reducing the Company's potential liability • Mitigating the risk of downtime, loss of critical data, and productivity disruption • Establishing guidelines for the "acceptable use" of IT resources by corporate employees and contractors, and holding them responsible for adhe ring to the acceptable use of Company resources. • This policy applies to all employees without exception. Consequences: Engaging in the intentional violation of the Acceptable Use Policy, which involves the misuse or abuse of company IT resources, may resu lt in disciplinary action, up to and including termination. Additionally, in such cases, any relevant evidence may be surrendered for state or federal criminal investigations, or further legal action may be taken. Responsibility and Authority: The impleme ntation and effectiveness of this policy are entrusted to the Technology & HR Team, who are responsible for monitoring its compliance and taking appropriate corrective measures when necessary. Guidelines: ➢ Employees are strictly prohibited and not permitte d to: • Using Company technology assets in a manner that violates Federal, State, or Municipal Law. • Using Company technology assets for commercial use, promoting weapons, engaging in terrorism, political or religious lobbying, or any form of discrimination. • Sending unsolicited messages ("spamming"). • Infringing or misappropriating the intellectual property rights of others. • Violating privacy, confidentiality, publicity, or other personal rights of individuals or entities. • Sharing, storing, or accessing pornogr aphy or obscene material. • Distributing defamatory, harassing, abusive, or threatening language. • Forgery or misrepresentation of message headers ("spoofing" or "smurfing"). • Illegally accessing or attempting to penetrate security measures of another individual's system ("hacking"). • Engaging in activities that may be seen as preparatory to system penetration. • Distributing viruses, worms, Trojan horses, engaging in denial of service attacks, or any other malicious activities. • Activities that disrupt or interfere with the use of the company's network or connected networks. • Advertising or making available software, programs, or products that facilitate the violation of this policy. • Engaging in illegal activities, such as fraudulent activities or pirating s oftware. Employee Handbook – 202 6 9 | P a g e • Carrying external storage devices (such as pendrives, Personal laptops, or external hard disks) on the premises without prior approval. Unauthorized use of USB ports for personal information sharing or charging personal devices (Mobile Phones) is also strictly prohibited. ➢ Employees are compelled to : • Employees must adhere to all requirements set by Pristine. • Employees must comply with all IT Policy requirements. • Employees are expected to conduct their online activities in a professional manner, rep resenting the Company and being mindful of our brand, reputation, and the interests of our customers and shareholders. • Employees should only access data and files that they own, are authorized to view, or are publicly available. • Employees should be mindful of who may have access to their Company workstation, laptop, PDA, or mobile phone and should limit their use to Company - related activities only. • When away from their desks or offices, employees should lock their computer, log off, secure confidential info rmation, and lock filing cabinets. • Employees should avoid unnecessary consumption of Company resources such as bandwidth, drive space, printer paper, and toner, and should not monopolize systems for personal use. • Prior permission from the Company should be obtained before publicly sharing any information about the Company, its officers, managers, staff, employees, or customers. • Employees should promptly report any suspicious activities or security breaches to Company management. • Employees are expected to re spect and comply with Copyright Laws of the United States, including avoiding illegal copying of software, distribution of copyrighted content, or plagiarism. ➢ The company will take appropriate measures to safeguard its technology investments, including bu t not limited to: • Prompt removal of unauthorized software. • Prompt removal of explicit content. • Prompt removal of potentially harmful devices, software, email, or user files that may pose a risk to the corporate computing environment. • Monitoring of employee Internet and company Intranet activities. • Forensic investigation into the appropriate use of company assets. • Strict prohibition of theft or piracy of hardware, software, copyrighted materials, or operational data. ➢ Company employees should not assume any level of privacy when using electronic mail (email) or voice mail (vmail) within the organization: • The company has the authority to review, modify, or remove email/vmail content to safeguard its systems and uphold the policy's objectives. • Sharin g prohibited external content such as jokes, graphics, screen savers, or programs is discouraged by the company. • Company management expects employees to maintain professionalism, courtesy, and respect in their written communications. • Only authorized person nel are allowed to access and investigate employee electronic information on company resources. ➢ The company will strive to provide education to its employees regarding the appropriate utilization of its information resources, based on available time, reso urces, and relevance ➢ Only software that has been approved and acquired by the company will be installed on company computers. Employee Handbook – 202 6 10 | P a g e 6. CONFIDENTIAL DATA LEAKAGE AND INFORMATION THEFT POLICY Objective: The Company recognizes the critical importance of safeguarding confidential information and preventing the unauthorized disclosure, access, or theft of sensitive data. This policy outlines the measures and procedures to be followed in the event of confidential data leakage or information theft, with the o bjective of preserving the integrity and security of our organization's valuable assets. This policy applies to all employees, contractors, partners, and working individuals who have access to the Company's confidential information and data. Guidelines: • Confidential information includes but is not limited to proprietary business data, sensitive data financial information, trade secrets, customer and employee data, strategic plans, technology designs, and any information identified as sensitive by the Comp any. • All employees must adhere to strict access controls and security measures to prevent unauthorized access or dissemination of confidential information. • Any employee who suspects or becomes aware of a potential data leakage or information theft must imm ediately report the incident to their supervisor, manager, or the designated data protection officer. • In the event of a suspected or confirmed data leakage or information theft, the Company will take swift action to mitigate the situation. This may include isolating affected systems, blocking unauthorized access, and preserving evidence. • The Company will conduct a thorough investigation to determine the extent of the breach, identify the cause, and assess the potential impact on the organization. • If the bre ach poses a risk to individuals' privacy or rights, regulatory bodies, or the Company's operations, the Company will promptly notify the affected parties as required by applicable laws and regulations. • Any employee found responsible for causing or contribu ting to a data leakage or information theft due to negligence, misconduct, or intentional actions will be subject to disciplinary measures which could encompass termination of employment. Moreover, legal action, including initiating a court case and seekin g compensation, may also be pursued. • Pristine holds right to initiate legal prosecution on below cases after resignation and relieving of employees. ✓ If an employee is found verbally sharing Pristine's secrets, procedures, data, or know - how with their futu re companies through corporate communications. ✓ If an employee is discovered engaging in data theft, detected by the IT team from their system. ✓ If an employee's personal phone or other device's IP address is connected to the company's server, devices, or sy stems, and data sharing through this medium is identified. According to Section 72A of the IT Act , the penalty could range up to three years of imprisonment or a fine of up to ₹5 lakh, or both. This provision is applicable to both individuals and companie s who intentionally or knowingly disclose confidential information or Sensitive Data without authorization. It extends to employees too, as long as all the necessary conditions are satisfied. Sensitive data, including but not limited to Organization & Empl oyee Data, Financial Data, Sample Reports, RD Formats, ToCs, Market Research Reports, Market Strategies and Insights, Research Methodology and Techniques, Client’s Information, Client Communication, Leads, Vendor and Supplier Data, Customer Behavior and Pr eferences, Primary Survey Responses , Marketing Formats, Marketing Infographics , Sales Database , Intellectual Property, Legal and Regulatory Information, and others, can result in significant losses for both the organization and individuals if mishandled or exposed. This policy will be periodically reviewed and updated to ensure alignment with emerging technologies, threats, and regulatory changes. Failure to comply with this policy may result in disciplinary action, up to and including termination of employ ment, and may also lead to legal action. By adhering to this policy, employees contribute to maintaining the confidentiality, integrity, and reputation of the Company's confidential information. Your commitment to these guidelines is essential in upholding our organization's values and protecting our assets. Employee Handbook – 202 6 11 | P a g e 7. NON - DISCLOSURE AGREEMENT (NDA) & TERMS OF EMPLOYMENT : • During your employment with the company, you are prohibited from disclosing any company data, content, or information. Due to the nature of market research, maintaining strict confidentiality regarding clients, projects, and internal processes is essential. You must refrain from discussing sensitive details with unauthorized individuals, both inside and outside the company. • Any designs or work s created by you, individually or collaboratively, must be submitted promptly as required by the company. All rights and copyrights to any work, art, or material produced during your employment belong solely to the company. Any innovations developed during your tenure that enhance the company’s designs, processes, or operations will also be the company’s property. You are prohibited to delete any find of final work you have create during a turner of employment. • You are strictly prohibited from using or sha ring any information related to the company’s work strategies, designs, formats, formulas, concepts, infographics, or systems with your next employer or in any other capacity outside the company. This restriction also applies to any work created by you dur ing your employment with the company. • Amenities and facilities provided by the company, beyond statutory requirements, are subject to change at the company's discretion. • Any changes to company rules, regulations, orders, and policies will be considered par t of your employment contract and applicable to you. • Both during and after your employment, you are obligated to maintain the confidentiality of sensitive company information. Disclosure of any confidential data regarding the company, its business, custome rs, or any other privileged information is prohibited at all times. • Company resources, including equipment and software, are to be used solely for work - related purposes. Only authorized software may be installed or used on company systems. Unauthorized ins tallation of software or access to restricted data is prohibited and may result in termination and legal action. • Employees are strictly prohibited from deleting, removing, or erasing any information, work - related files, tools, or online accounts provided b y the company or created by the employee for company - related work. • All research data, reports, and communications are confidential and must be securely stored. Sharing or accessing sensitive data without proper authorization is strictly prohibited. • The com pany may post group photos, author names, image/video citations, or complete videos featuring clients with you or only you, whether for marketing or informational purposes, that include your identity in the form of your image, name, video, or work — provided that you have consented to being featured. The company reserves the right to retain and use such content on electronic platforms or other media indefinitely. However, after your departure from the company, your identity will no longer be used for marketin g or informational purposes. Content created and posted during your employment will remain accessible, and the company is not obligated to delete or modify it. • Email is a vital tool for enhancing productivity, efficiency, and communication within the compa ny. Employees are strictly prohibited from using their work email addresses to send emails to personal or external accounts. Company email addresses are designated solely for internal communication, with the exception of external communication related to m arketing materials from the Sales and Marketing teams. Sharing emails or content that could jeopardize company operations or lead to data breaches is strictly prohibited. • Company email accounts are for official use only and are subject to monitoring. Perso nal use of company email or internet during working hours is not allowed. Sharing sensitive company information or using corporate email to spread false or misleading information is strictly prohibited. Any employee found engaging in such activities will b e terminated immediately and subject to legal action. • You must comply with any Non - Disclosure Agreement (NDA) signed with clients or the company, ensuring that proprietary data remains confidential. • Handling the company’s products, materials, accessories, money, and documents requires professionalism and honesty. Violations may lead to termination. • Your research, surveys, and reports must be truthful and unbiased. Falsifying or misrepresenting data is strictly prohibited. Employee Handbook – 202 6 12 | P a g e • If you have personal interests that may interfere with your job or influence your work decisions, you must inform HR immediately. Employees should avoid situations where their personal interests might affect their work or create a conflict of interest. • Your appointment is full - time, and eng aging in Moonlighting or freelancing or Education or any institutional courses any outside occupation is prohibited. Violating this policy will result in strict action, including termination & candidate will not be eligible for any compensation or any Full and final settlement • In special cases, employees may be required to sign a non - compete clause, preventing them from working with direct competitors within a specified time frame and geographical area after leaving the company. • Employees should refrain from making public statements on social media about the company unless authorized by management. Statements should not harm the company’s reputation. Sharing research findings, client details, or internal discussions on social media or public platf orms is strictly prohibited. • Employees are prohibited from carrying data transfer devices such as USB drives, pen drives, or hard drives near the workstation or within company premises. Such behaviour may lead to immediate termination and legal action. • The company is not responsible for incidents involving employees that occur outside the workplace. • Each laptop iss