FunLabTech

EMPLOYEE HANDBOOK V.1.0

Funlabtech Services Pvt Ltd,

CIN : U74110DL2018PTC340235

Table on Contents
 S.No. Particular Page No.

Introduction
I

II Code of Conduct and Disciplinary Actions Rules

III The Protection of Women From Sexual Harassment at

Workplace Rules

IV Remote Work Rules

V Employee Leave Policy

VI Employee Separation Policy

INTRODUCTION

Our philosophy at FunLabTech ("Company) represents our belief that a company's

employers determine its overall success. As we continue to grow, we realise it will be a
challenge to maintain the informal, personal relationships which we feel are so important.
We promise to work hard to preserve this atmosphere. Nonetheless, the time has come
for an official employee handbook.

No employee handbook can anticipate every circumstance or question about policy. As

the company continues to grow, the need may arise and the company reserves the right
to revise, supplement or rescind any policies or portion of this handbook from time to
time as it deems appropriate, to its sole and absolute discretion, with or without prior
notice This handbook is only a summary of the benefits and policies in effect at time of
publication, and it supersedes all previous handbooks, policies and practices that are in
any wary inconsistent with its contents. In the case of insurance and other benefits, the
current plan documents will control.

If you cannot find the answer to a particular question in this handbook, please feel free to
contact the Human Resource Department. This handbook is applicable to all the
Employees of the company. Employees are expected to maintain a current knowledge of,
as well as compliance with, the policies stated in this handbook. The guidelines
established should help guide your behaviour and decisions at work, as well as at
company-sponsored functions and events, including when you are traveling on business
or at an offsite event.

Violation of the policies contained within this handbook may result in disciplinary action,
up to and including termination without notice. All Employees must respect and comply
with all of the laws, rules and regulations of the company.
FunLabTech

Code of Conduct and Disciplinary Actions Rules V.1.0

Code of Conduct and Disciplinary Actions Rules

BACKGROUND

General rules and regulations that all employees in the establishment shall understand,
follow and abide at all times.

PART-I GENERAL CLAUSES

1. Short title and commencement-

1.1. These rules may be called the Code of Conduct and Disciplinary
Actions Rules.

1.2. These Rules shall come into force on the 1st day of September, 2020.
2. Application of the Rules- It shall apply, to all persons employed in the Company,
except;
2.1. The Directors of the company;
2.2. Members of the company board; and
2.3. Other employees, interns and freelancers.

3. Definitions- In these rules, unless the context otherwise requires-

3.1. ‘Board’ means the board of directors of the
company;

3.2. ‘Company’ means FunLabTech and it’s subsidiaries, sister concern

companies and/or group of companies, existing or to be established or
acquired in the future;

3.3. ‘Enquiry officer’ means a person appointed by the company to conduct

enquiry and take actions under these rules;

3.4. ‘Premises’ means office of the company or any other place where company is
conducting its business or any place of gathering of the employees of the
company for official purpose;

3.5. ‘Employee’ an employee shall means the following:

3.5.1. ‘Permanent employee’ means an employee who has been confirmed in

writing through an appointment letter on satisfactory completion of
his probationary period originally
fixed or subsequently extended by the management from time to
time;

3.5.2. Probationary employee’ means an employee

who is
provisionally employed by the company;

3.5.3. ‘Temporary employee’ means an employee who is engaged for a

limited period, for a work which is of an essentially temporary
character or who is engaged temporarily in connection with a
temporary increase in work;

3.5.4. ‘Casual employee’ means an employee who is an employee whose

employment is of a casual nature.
 3.6. Misconduct’ shall mean all acts or omissions as mentioned in clause 6 of
these rules.

PART-II MISCONDUCT AND SUSPENSION

4. Professional Ethics-
4.1. Every employee, shall at all times, perform their duties through best efforts,
follow directions of the supervisor, maintain professional integrity, loyalty
and take reasonable care as a prudent person.

4.2. Every employee of the Company holding a supervisory post shall have the
responsibility that every employee under him shall maintain decorum and
perform their duties through best efforts, maintain professional integrity,
loyalty and take reasonable care as an ordinary prudent person.

5. Prohibition to enter into any Trade / Business / Employment / Freelancing- No employee

of the Company shall, except with the previous written sanction of the company
engage directly or indirectly in any Private Trade / Business / Employment /
Freelancing.

6. Misconduct:-
6.1. Every person shall be liable to actions under this rules and not otherwise for
every act or omission contrary to the rules thereof;
6.2. Every acts or omission shall constitute to be misconduct, including but not
limited to;
6.2.1. Using foul language in Company premises;
6.2.2. Misbehaving with other employees;
6.2.3. Sleeping/inactiveness during office time;
6.2.4. Habitual absence without leave, overstaying the sanctioned leave
without sufficient grounds or proper and satisfactory explanation, or
habitual late attendance;
6.2.5. Mishandling/Copying/Misusing any data/Source-code of the company;
6.2.6. Wilful absence from duty;
6.2.7. Wilful abstain from performing duty;
6.2.8. Any act or omission in contrary to the policies of the company;
6.2.9. Abetting and/or instigating to other employee or outsider to do the same
as mentioned in 6.2.8;
6.2.10. Wilful insubordination or disobedience, whether or not in combination
with another, of any lawful/reasonable
order/direction of a superior;
6.2.11. Habitual neglect of work, or gross or habitual negligence pertaining to
work or otherwise;
6.2.12. Taking gifts/gratification;
6.2.13. Soliciting clients in any manner adverse to company’s
interest;
6.2.14. Soliciting other employees in any manner adverse to
company’s interest;
6.2.15. Soliciting any other person not within the employment of the
company in any manner adverse to company’s interest;
6.2.16. Dual employment;
6.2.17. Going on an illegal strike or inciting, abetting or instigating or acting
in furtherance thereof;
6.2.18. Wilful slowing down in performance of work, or abettment, or instigation
thereof;
6.2.19. Theft, fraud, misappropriation or dishonesty in connection with the
company’s business or property;
6.2.20. Commission of any act subversive of discipline or good behaviour on the
premises of establishment, such as, drunkenness, riotous, disorderly
or indecent behaviour, gambling or holding meetings without
previous written permission of the employer or taking or giving
bribes or any illegal gratification whatsoever;
6.2.21. Wilful damage to work in progress or to any property of the
establishment;
6.2.22. Disclosing to any unauthorised person any information in regard to the
process of the establishment which may come into the possession of
the employee in the course of his work;
6.2.23. Applying for leave on false grounds;
6.2.24. Giving false information regarding name, age, father’s name
qualification, previous service or other particulars relating to any
information relevant for offering the employment at the time of
employment or thereafter;
6.2.25. Commission of offence involving moral turpitude or other
criminal act committed anywhere, which is punishable under the
Indian penal code or under any other law;
6.2.26. Damage or attempt to cause damage to work in progress or to the
property of the management, employers or its contracts;
6.2.27. Refusal to accept transfer from one job to another or from one shift to
another or from one section or department to another, or from one
place to another or whether locally, or out of station from one
establishment to any other establishment under the same
management or its sister concern provided wages are not affected
adversely;
6.2.28. Threatening, assaulting, intimidating or misbehaving with any officer,
employee or any other employee of the company whether inside or
 outside the premises or incitement to or abatement of any or these
acts;
6.2.29. Teasing lady employees or passing indecent remarks either at
the company’s premises or outside or in the transport of the
company or otherwise;
6.2.30. Carrying of any lethal weapons, arms or inflammable materials or other
prohibited articles within the company premises;
6.2.31. Sleeping or drowsing or napping while on duty;
6.2.32. Conviction by any court of law for any criminal offence;
6.2.33. Refusal to accept notices or letter of suspension, warning, show-cause
notice or any other communication issued by the company;
6.2.34. Unauthorized absence from the place of work;
6.2.35. Breach of any rules or instructions for the running of any department or
any other work while in service of the company;
6.2.36. Breach of any clause of the service rules and regulations, any terms or
conditions of service mentioned in the letter of appointment;
6.2.37. Writing of anonymous letters and criticizing the superior officers or any
co-workers of the company;
6.2.38. Wasting company’s stationary and / or personal use of the same;
6.2.39. Refusal to act in higher position, if offered by the management;
6.2.40. Bringing inside the work premises, possession or use of
alcoholic drinks, narcotic drugs or reporting to work while under the
influence of alcoholic drinks or narcotic drugs;
6.2.41. Hiding away or attempting to hide article or materials of the company;
and
6.2.42. Sexual harassment which include forceful, unwelcome and unwanted
sexually determined behavior such physical contact, a demand or
request for sexual favors, sexually colored remarks, showing
pornography, any other unwelcome physical, verbal or non-verbal
conduct of sexual nature.

7. Suspension- The enquiry officer may, if satisfied that it is necessary or desirable to,
place under suspension an employee, against whom disciplinary proceedings are
contemplated or are pending.

8. Subsistence allowance during suspension- An employee under suspension or deemed

to have been placed under suspension by the enquiry officer shall be entitled to
receive from the company a subsistence allowance equal to 50% (Fifty Percent) of
the basic salary.

PART III- PUNISHMENT

 9. Punishment for Misconduct- Any employee who is adjudged by the enquiry officer
on examination of the employee, if present, and of the facts ascertained to be guilty
of misconduct shall be liable to, including but not limited to;
9.1. written warning, admonition or reprimand;
9.2. dismissal from services;
9.3. reduction to a lower post or time scale or to a lower stage in a time scale; or
9.4. withholding of increment or promotion;
9.5. Deductions from the salary of an employed person, specifically-
9.5.1. Fines;
9.5.2. Deductions for absence from duty;
9.5.3. Deductions for damage to or loss of goods expressly entrusted to the
employed person for custody, or for loss of money for which he is
required to account, where such damage or loss is directly
attributable to his neglect or default.

8. Procedure for Imposing Penalties-

8.1. For every misconduct an employee shall be served a show-cause notice, in
writing, giving a recital or the specific misconduct and calling upon him
within 7 (seven) days for an explanation.

Provided, if an employee fails to submit an explanation in writing, on time

or otherwise, the enquiry officer shall proceed ex-parte.

8.2. After receipt of the said explanation, or otherwise, the enquiry officer shall
award any prescribed punishment, the enquiry officer may take into account
the previous record of the employee.

8.3. The order of punishment shall be in writing and must also briefly mention the
reason on which it is based.

9. Order: Order made by the enquiry officer shall be communicated to the employee,
who shall be supplied with a copy of the order through email or physical copy.

10. Waiver- The company or Employee failure or neglect to enforce any of its rights
under these rules will not be deemed to be a waiver of that or any other of its rights.

11. Severability- In case, any clause in this rules shall be invalid, illegal or
unenforceable, the validity, legality and enforceability of the remaining provisions
shall not in any way be affected or impaired thereby and such provision shall be
ineffective only to the extent of such invalidity, illegality or unenforceability.
12. Amendment- You agree that the company reserves the right, and has the sole
discretion to amend any clauses by way of amendment, addition,
variation or repeal or revise these rules or other policy at any time.

Removal of Doubts- Where a doubt arises as to the interpretation of any of these rules, the
matter shall be referred to the company for final decision.
FunLabTech

The Protection of Women From Sexual Harassment at

Workplace Rules V.1.0
THE PROTECTION OF WOMEN FROM SEXUAL HARASSMENT AT WORKPLACE
RULES

BACKGORUND

This Policy shall apply to all allegations of Sexual Harassment (as defined hereinafter)
made by an Employee, against another Employee, occurring or having occurred within or
outside the premises of FunLabTech.

Part-I General Clauses

1. Short title and commencement:-
1.1. These rules may be called the protection of women from sexual
harassment at workplace rules; and 1.2. These rules shall come into
force on 01.09.2020.

2. Definition:- unless the context otherwise requires,-

2.1. ‘Act’ means The Sexual Harassment of Women at Workplace (Prevention,
Prohibition and Redressal) Act, 2013;
2.2. ‘Aggrieved Woman’ means a female Employee who has experienced or has been
subjected to any act of Sexual Harassment by another Employee;
2.3. ‘Company’ shall mean FunLabTech;
2.4. ‘Complaint’ means a complaint of Sexual Harassment lodged with the Internal
Complaints Committee;
2.5. ‘Complainant’ means an Aggrieved woman who lodges a Complaint with the
Internal Complaints Committee;
2.6. ‘Employee’ means a person employed at workplace for any work on regular,
temporary, ad-hoc or daily wage basis, either directly or through an agent,
including a contractor, with or without the knowledge of the principal employer,
whether for remuneration or not, or working on a voluntary basis or otherwise,
whether the terms of employment are expressed or implied and includes a co-
worker, a contract worker, probationer, trainee, apprentice or called by any other
such name;
2.7. ‘Internal Complaints Committee’ means the Internal Complaints Committee
constituted by the company in accordance with the provisions of Section 4 of the
Act for redressal of a Complaint;
2.8. ‘Respondent’ means a person against whom a Complaint is made by an Aggrieved
Woman;
2.9. ‘Sexual Harassment’ includes any one or more of the following unwelcome, and
unwanted behavior (whether directly or by implication) namely, including but not
limited to:
2.9.1. Physical Contact & advances; or
2.9.2. A demand or request for sexual favours; or
2.9.3. Making sexually coloured remarks; or
 2.9.4. Showing pornography; or
2.9.5. Any other unwelcome, and unwanted physical, verbal or non-
verbal conduct of a sexual nature;
2.9.6. The following circumstances, among other circumstances, if it
occurs or is present in relation to or connected with any act or
behaviour of sexual harassment may amount to sexual
harassment:
2.9.6.1. Implied or explicit promise of preferential treatment in
her employment; or
2.9.6.2. Implied or explicit threat of detrimental treatment in
her employment; or
2.9.6.3. Implied or explicit threat about her present or future
employment status; or
2.9.6.4. Interference with her work or creating an intimidating
or offensive or hostile work environment for her; or
2.9.6.5. Humiliating treatment likely to affect her health or
safety.

EXPLANATION: Sexual harassment in the workplace is generally of two distinct types.

A. Quid Pro Quo (Conditional) Sexual Harassment:
“Quid pro quo” sexual harassment means seeking sexual favors or advances in
exchange for preferential treatment. This kind of sexual harassment occurs when
consent to sexually explicit behavior or speech is made a condition for
employment or preferential treatment in employment. This kind of sexual
harassment also occurs when refusal to comply with a “request of sexual favour” is
met with retaliatory action such as dismissal, demotion, difficult working
conditions etc.

B. Hostile working environment sexual harassment:

C. Hostile working environment sexual harassment occurs
where employees in a workplace are subject to a pattern
of exposure to unwanted and unwelcome sexual
behavior from the management or co-workers. This
kind of behavior makes the work environment of a
 woman employee hostile. This is for the reason that such
conduct creates an intimidating, offensive, oppressive,
abusive or humiliating work environment and which is
severe and pervasive enough to interfere with her ability
to work and perform.

D. Unwelcome is the key in defining what conduct

constitutes sexual harassment. The conduct in question
must have been unwelcome. In other words, the
complaining woman employee must have found the
behavior in question offensive, repulsive or repugnant.
It is the impact and effect the behavior or conduct has
on the recipient that will define the behavior as sexual
harassment.

Annexure ‘A’ of this Policy provides a partial list of examples of behavior which may be
found to constitute sexual harassment in the workplace.

Part - II Internal Complaints Committee

3. Constitution of the Internal Complaints Committee (“ICC”):- The ICC is to be formed at

every office of the Company in India. The ICC shall comprise of the following
members:

3.1. Presiding Officer, who shall be a senior level woman employee at the concerned
Company office/unit. In case a senior level woman employee is unavailable, the
Presiding Officer shall be nominated from other offices or administrative units of
the Company. In case a senior level woman employee is unavailable in other
offices, the Presiding Officer shall be nominated from any other workplace of
Company;

3.2. A minimum of two (2) members from those employees of Company who
preferably have experience in the field of social work or having legal knowledge;
and
 3.3. One (1) member from any non-government organization or associations
committed to the cause of women, or a person familiar with issues relating to
sexual harassment.

3.4. At least one-half of the total members of the ICC shall be women.

3.5. The members of the ICC shall be nominated by the HR-Manager of the Company.

3.6. The ICC shall be empowered to deal with Complaints in the company from the
woman employees of the Company.

3.7. The members of the ICC including the Presiding Officer shall hold office for not
more than three (3) years, after which a new person shall be nominated.

3.8. The ICC shall in each calendar year prepare an annual report and submit the same
with the HR-Manager,

3.9. A list of members, as on the date of publication of this Policy, along with their
contact details is annexed herewith at Annexure ‘B’. Any updates to
the said index would be appropriately circulated and made known to all Company
employees though notice from time to time.

4. Complaint of Sexual Harassment:-

4.1. An Aggrieved Woman may make in writing, a Complaint of Sexual Harassment to
the Internal Complaints Committee, within a period of three (3) months from the
date of the incident and incase of series of incident, within a period of three (3)
months from the date of last incident.

4.2. Where the Internal Complaints Committee is satisfied that the circumstances were
such which prevented the Aggrieved Woman from filing a complaint within the
said period of three months, the Internal Complaints Committee may extend the
time limit beyond 3 months, by recording the reasons in writing.
 4.3. Where the Aggrieved Woman is unable to make a Complaint on account of her
physical incapacity, a Complaint may be filed by-
4.3.1. Her relative or friend; or
4.3.2. Her co-worker; or
4.3.3. An officer of the National Commission for Women or State Commission for
Women; or
4.3.4. Any person who has knowledge of the incident, with the written consent of
the Aggrieved Woman.

4.4. Where the Aggrieved Woman is unable to make a Complaint on account of her
mental incapacity, a Complaint may be filed by –
4.4.1. Her relative or friend; or
4.4.2. A special educator; or
4.4.3. A qualified psychiatrist or psychologist; or
4.4.4. The guardian or authority under whose care she is receiving treatment or
care; or
4.4.5. Any person who has knowledge jointly with her relative or friend or a special
educator or qualified psychiatrist or psychologist, or
guardian or authority under whose care she is receiving treatment or care;
4.5. Where the Aggrieved Woman for any other reason is unable to make a Complaint,
a Complaint may be filed by a person who has knowledge of the incident, with her
written consent;

4.6. Where the Aggrieved Woman is dead, a Complaint may be filed by any person who
has knowledge of the incident, with the written consent of her legal heir(s).
4.7. A Complaint may also be made orally. If the Complaint is oral, members of the
Internal Complaints Committee to whom the Complaint is made shall record the
same in writing, in detail, and have the contents confirmed by the Complainant.

5. Procedure for Resolution, Settlement or Prosecution:-

5.1. The Internal Complaints Committee may, before initiating an inquiry, at the
request of the Aggrieved Woman take steps to settle the matter between her and
the Respondent. The conciliation shall not be on monetary settlement basis. The
settlement terms shall be recorded in writing and forwarded to Company Copies
 of the same shall be provided to the Aggrieved Woman and the Respondent.
Where a settlement has been arrived at, no further inquiry shall be conducted by
the Internal Complaints Committee.

5.2. If the above is not possible, the Internal Complaints Committee shall proceed to
make inquiry into the Complaint in such manner as prescribed hereunder:

5.2.1. The Complainant or the person lodging a Complaint on behalf of the

Complainant shall file, with the Internal Complaints Committee, 6 written
copies of the Complaint along with the supporting documents And names and
addresses of witnesses.

5.2.2. On receipt of Complaint the Internal Complaints Committee shall within a

period of 7 (Seven) days send one of the copies of the Complaint to the
Respondent.

5.2.3. The Respondent shall, within a period of 10 (Ten) days from the date of
receipt of Complaint from the Internal Complaints Committee, file his reply to
the Complaint along with his list of documents, names and addresses of
witnesses.

5.2.4. The Internal Complaints Committee shall investigate the complaint and
provide its report to Company as promptly as possible, no later than 90
working days from the date of the Complaint. Further, if the Aggrieved Woman
informs the Internal Complaints Committee that any term or condition of a
settlement arrived at under Clause 5.1 has not been complied with by the
Respondent, the Internal Complaints Committee shall proceed to make an
enquiry into the Complaint.

5.2.5. The Internal Complaints Committee shall follow principles of natural justice
in all its proceedings and subject thereto, shall maintain confidentiality of the
identity of the Complainant, and the witnesses, as also the contents of the
Complaint. Where the Respondent is subject to any applicable service rules of
Company, the proceedings of the Internal Complaints Committee shall be
 conducted, as far as practically possible, in accordance with such service rules,
and to the extent provided therein and in accordance with applicable law.

5.2.6. A copy of the Complaint as recorded by the Internal Complaints Committee

shall be given to the Respondent as well as the Complainant. The Respondent
shall be required to submit her/his response to the Complaint as well as to
indicate whether the Respondent wishes the Internal Complaints Committee
to examine
any witnesses or furnish any evidence. The Complainant shall also be required
to indicate in writing whether the Complainant wishes the Internal
Complaints Committee to examine any witnesses or furnish any additional
evidence.

5.2.7. The Respondent shall not be permitted to compel the Complainant to be a

witness, although the Complainant may choose to give evidence in relation to
the alleged act of Sexual Harassment. In the event the Respondent wishes to
question the Complainant, any such questions which the Respondent wishes
to ask of the Complainant shall be submitted to the Internal Complaints
Committee in writing, and it shall provide them to the Complainant, with such
edits as it deems necessary.

5.2.8. Upon receipt of the responses from the Respondent and the Complainant,
the Internal Complaints Committee shall conduct a hearing at such venue or
venues as are convenient to the Complainant, where both the Complainant and
the Respondent shall be heard in person. The Internal Complaints Committee
shall notify both the Respondent and Complainant (as well as the witnesses, if
any) of the time and venue of each hearing. Any records of the proceedings of
such or any other hearings or meetings of the Internal Complaints Committee
shall be maintained strictly confidential.

5.2.9. In the event the Respondent is not present in person at a hearing of the
Internal Complaints Committee, the hearing shall be adjourned to a date not
later than three (3) days from the date of the original hearing, to be held at a
time and venue convenient to the Complainant. The hearing shall be
conducted on such adjourned date irrespective of whether the Respondent is
 present or not. Provided that nothing contained herein shall preclude the
Internal Complaints Committee from adjourning such hearing for a longer
period subject to recording its reasons for such adjournment.

5.2.10. The Internal Complaints Committee shall be empowered to call upon such
of the Employees who may have been witness to the incident(s) of Sexual
Harassment and/or connected in any manner thereto.

5.2.11. All Employees shall extend their fullest cooperation to the Internal
Complaints Committee and any failure to cooperate, or the giving of wrong or
misleading information, or withholding information shall be a violation of this
Policy and shall be dealt with appropriately by Company Such failure to co-
operate or willful or deliberate giving of wrong or misleading information or
withholding of information may also constitute misconduct under applicable
policies and codes of conduct.

5.2.12. Upon completion of the hearing, the Internal

Complaints Committee shall prepare its written report which shall include a
summary of the proceedings, the evidence adduced by the parties and the
witnesses, and shall submit the same to the Company. The said report shall
further set out the Internal Complaints Committee’s conclusions on whether
an offence of Sexual Harassment, or any other violation of this Policy, has been
committed or occurred, or whether the Complaint made by the Complainant
is either false or unproven, as also the reasons/ rationale for the Internal
Complaints Committee’s arriving at such conclusion. The said report shall
further set out the Internal Complaints Committee’s recommendations on the
disciplinary action(s) to be taken against the Respondent or Complainant (as
the case may be). All members of the Internal Complaints Committee shall
sign the said report.

5.3. During the pendency of the inquiry, on a written request made by Complainant,
the Internal Complaints Committee may recommend Company to:
5.3.1. Transfer the Complainant or the Respondent to any other workplace; or
 5.3.2. Grant leave to the Complainant up to a period of three months; or

5.3.3. Restrain the Respondent from reporting on the work performance of the
Complainantor writing her confidential report, and assign the same to another
officer.

5.4. Where the ICC arrives at a conclusion that the allegations against the Respondent
have been proved, it shall recommend the following to HR- Manager:
5.4.1. To take action for sexual harassment as an act of misconduct in accordance
with the rules/regulations of Company governing ‘conduct and discipline’ as
applicable to the Respondent; and/or
5.4.2. To deduct such amounts from the salary or wages of the Respondent as may
be considered appropriate to be paid to the Complainant as per this Policy.
5.4.3. In addition to the above, the recommendations to the HR- Manager of the
Company may also include one or more of the following:
5.4.3.1. Written apology; and/or
5.4.3.2. Warning; and/or
5.4.3.3. Reprimand or Censure; and/or
5.4.3.4. Withholding of promotion; and/or
5.4.3.5. Withholding of pay rise or increments; and/or 5.4.3.6.
Termination of service of the Respondent.

5.5. The HR- Manager shall take action on the recommendations of the ICC within a
period of sixty(60) days.

5.6. If the HR- Manager of the Company is unable to deduct salary or wage of the
Respondent for reasons such as his absence from duty or cessation of
employment, he may direct the Respondent to pay the said amount of Money to
the Complainant directly.

5.7. If the Respondent fails to pay the amount referred to above, the ICC may forward
the order for recovery of the said amount as an arrear of land revenue to the
District Officer.
 5.8. ICC shall keep in mind the following while deciding the amount to be paid to the
Complainant:
5.8.1. The mental trauma, pain, suffering and emotional distress caused to the
Complainant;
5.8.2. The loss in the Complainant’s career opportunity due to the incident of
sexual harassment;
5.8.3. Medical expenses incurred by the Complainant;
5.8.4. The income and financial status of the Respondent; and 5.8.5.
Feasibility of such payments in lump sum or installments.

Note: the leave granted to the aggrieved woman under this section shall be in addition to
the leave she would be otherwise entitled to.

A flowchart illustrating processing of a Complaint is provided at Annexure ‘C’ herein.

Part-III Miscellaneous

6. Confidentiality: All parties involved in any Sexual Harassment matter must keep all
aspects of the matter confidential. For some offences if the Complainant desires, the
ICC will be under an obligation to report matters to the police/or file an FIR.

7. Time period: The Internal Complaints Committee shall complete the inquiry within a
period of Ninety (90) days from the date on which the Complaint is lodged.
8. Appeal: It is important to understand that an act of Sexual Harassment may also be a
criminal offence. Any person aggrieved from the recommendations made by the
committee or non-implementation of such recommendations may prefer an appeal
to the appellate authority as per the provisions of the Act.

9. Records: A copy of the final report, notes of meetings and interviews, evidence and
documentation relating to any action taken as a result of an investigation will be
retained by the Internal Complaints Committee. These records should not be placed
on personnel files unless the Complaint results in disciplinary action against one or
 more of the parties involved in the Complaint, in which case any appropriate records
may be placed on the disciplined Employee’s file.

10. Malicious or false complaints: If an Employee is found to have raised a malicious or

false Complaint against another person in order to prejudice that person ,the
Complainant may also be subject to appropriate disciplinary action, which may
include termination of employment, engagement or relationship with Company, as
the case may be.

11. Duties of Employer under prevention of sexual harrasement: Under the Sexual
Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act,
2013, an employer has the obligation to provide a safe working environment for
women employees and ensure a swift response in recording and redressing any
complaint filed by a woman employee regarding sexual harassment at workplace.
These duties of an employer includes, but not limited to:
11.1. To establish an Internal Complaints Committee: An employer must establish an
Internal Complaints Committee (ICC) at the office or branch where at least 10
employees are working. An ICC needs to be constituted even if there are no women
employees working at present at the establishment. The employer needs to
constitute an ICC at every office or branch of the company where 10 or more
employees are working.

11.2. To implement a well-drafted Policy: The employer has the obligation to put in
place, a well-drafted and customised anti-sexual harassment policy, drafted by an
experienced employment and labour lawyer in India. A copy-paste policy or a
policy copied from the POSH template policies available online would not work as
these policies do not meet the actual standards laid down under the Prevention of
Sexual Harassment Act, 2013.

11.3. To treat sexual harassment as misconduct: The Anti-Sexual Harassment Act states
that any instance of sexual harassment must be treated as misconduct. The
employment agreements, service rules, policies and procedures and standing
orders must clearly state that sexual harassment will be treated as misconduct. The
 repercussions of sexual harassment must also be clearly stated like deducting
wages, termination of employment, additional penalties, etc.

11.4. To display the consequences of sexual harassment: The employer must exhibit the
penal consequences of sexual harassment and the order of the Internal Complaints
Committee at a clearly visible place at the place of employment.

11.5. To sensitise employees regarding sexual harassment at workplace: All employers

have the responsibility to apprise and sensitise employees regarding the issue of
sexual harassment. The employers must conduct workshops and organise
seminars to raise awareness amongst the employees regarding workplace sexual
harassment. The Central Government rules under the Sexual Harassment Act
require the employer to participate in the following activities:

12. PREVENTIVE STEPS:- The Company shall undertake the following

preventive measures to ensure that Sexual Harassment does not occur:
12.1. Provide a safe working environment at the workplace which shall include
safety from the persons coming into contact at the workplace;

12.2. Placing a copy of this Policy on the internal website of the company or such
prominent places as a continual reminder to the Employees of the the Company’s
Policy on Sexual Harassment;

12.3. Providing a copy of the Policy to all the Employees and to communicate the
process of reporting Sexual Harassment to all the Employees; and

12.4. Sensitizing the Employees and provide training related to Sexual

Harassment issues to its Employees.

12.5. Display at any conspicuous place (like notice boards) in the workplace,
posters against Sexual Harassment with the contact details of the Internal
Complaints Committee members and the penal consequences of Sexual
Harassments.
 12.6. Allowing women employees to raise their concerns and issues on sexual
harassment in the workplace at appropriate forum for affirmative discussion from
time to time.

13. MISCELLANEOUS:-
13.1. The Company shall in consultation with the ICC periodically review the provisions
of this Policy and its implementation (taking into account practical problems, if
any, faced by the ICC and/or the Company in the implementation of this
Policy).The Company reserves the right to amend the provisions of this Policy, from
time to time, as it deems fit, subject to applicable law.

13.2. This Policy will not prejudice any rights available under the Protection of
Human Rights Act, 1993, The Sexual Harassment of Women at
Workplace (Prevention, Prohibition and Redressal) Act, 2013 or any
other legislation.
 ANNEXURE ‘A’

SOME EXAMPLES OF SEXUAL HARASSMENT IN THE WORKPLACE

A. Visual Conduct:
(i) Leering;
(ii) Making sexual gestures;
(iii) Displaying sexually suggestive or explicit objects, pictures (still or moving),
cartoons, graffiti or posters in any manner, including as part of e-mail
transmissions.

B. Verbal Conduct:
(i) Whistling and catcalls
(ii) Foul or obscene language
(iii) Making or using derogatory comments which are sexual in nature
(iv) Explicit discussions about sexual activities/behaviors
(v) Comments about a woman’s physical attributes
(vi) Spreading rumors about another person’s sexual activities/conduct and/or
partners
(vii) Jokes which contain offensive, obscene or lascivious content
(viii) Sexual advances / Sexual propositions
(ix) Sexual innuendo or double entendres

B. Written Conduct:
(i) Suggestive, obscene or propositioning letters, notes, greeting cards or invitations,
including but not limited to those transmitted via e-mail.
(ii) Displaying pictures (still or moving), cartoons, graffiti or posters in
writing, including but not limited to e-mail.

C. Physical Conduct:
(i) Unwelcome touching
(ii) Sexual Assault
(iii) Kissing/Hugging / Grabbing
(iv) Coercing another person to participate in sexual intercourse or other sexual
behaviors
(v) Impeding or blocking movements
(vi) Any physical interference with normal work or movement.
(vii) Sexual gestures
FunLabTech
Remote Work Rules V.1.0 REMOTE WORK RULES

BACKGROUND

These rules contain remote work rules and regulations that all employees in the Company
shall understand, follow and abide by.

1. Title and commencement-

1.1. These rules may be called the Remote Work Rules; and

1.2. These Rules shall come into force on 01st, day of June, 2020.

2. Definition- In these rules, unless the context otherwise requires-

2.1. ‘Company’ means Funlabtech and it’s subsidiaries, sister concern companies
and/or group of companies, existing or to be established or acquired or
otherwise in the future;
 2.2. ‘Company Property’ means, including but not limited to, laptops, mobile
phone and softwares, provided to the Employee or Remote Employee by the
Company.

2.3. ‘Employee’ or ‘Remote Employee’ means an employee, temporarily or

permanently, performing his duties remotely.

2.4. ‘Remote’ or ‘Remotely’ means not within the premises of the company;

2.5. ‘Remote Work’ means work, task, project assigned by the Company to a
remote employee; and

2.6. “Employment Terms” means all terms and conditions as mentioned in the,
including but not limited to, appointment letter, leave [Other policies].

3. Employment rules and other company policies- These Remote Work Rules shall be in
addition to the existing employment terms, it shall be the responsibility of the
Remote Employee to adhere to all employment terms. In the event a Remote
Employee fails to adhere with the employment terms the
Company has a right to initiate Disciplinary actions against an
employee.

2. Eligibility and Responsibility-

2.1. An employee, upon clear direction or approval from the company, may be
eligible to be a Remote Employee if the nature of the duties are such that an
employee can effectively perform remote work.

2.2. It shall be the responsibility, including but not limited to, of the Remote
Employee to ensure, maintain in good working condition software, hardware
and internet connection to effectively perform remote work.

2.3. A Remote Employee shall within 24 hours inform the company about any issues
with any hardware, software or internet connection which may affect remote
work.

2.4. If a Remote Employee is unable to perform remote work, for any reason
whatsoever, the Company may revoke remote employee permission and the
said remote employee shall resume to perform his duties from the premises
of the company.
 Provided if the said Remote Employee, for any reason whatsoever, is unable
to resume to perform his duties from the premises of the company, the
company shall have the right to terminate such
Remote Employee.

3. Work Protocol- The Remote Employees shall strictly follow work protocol,
including but not limited to, as below:

3.1. The Remote Employee shall perform remote work with complete
dedication, punctuality and high-quality standard.

3.2. The remote employee must not carry out work for anyone other than the
Company nor, without prior permission, undertake non-work related
activities during their working hours.

3.3. Remote Work shall not be considered as a holiday or an opportunity to

perform household duties, care for children or other dependents, or attend
to other personal business or to.
3.4. The Remote Employees shall work and be accessible during working days
and working hours as per the direction of the company.

3.5. The Remote Employees shall submit a regular Work Report to the Company
at least once a day. Performance will be measured weekly, focusing on the
same metrics that apply to work done in the office.

3.6. The Remote Employee shall maintain communications with the manager or
the Company through Call, emails and chat during working hours. Response
time on chat shall be maximum 15 minutes and response time for Email
shall be maximum 45 minutes.

The Remote Employee may take a break after informing the manager or the
Company.

3.7. If the Remote Employee fails to submit a Daily Work Report to the manager or
the Company the remote employee shall be marked on leave for the said day.

4. Compensation - The Salary of the Remote employee shall be the same as mentioned
in the Appointment letter or increment letter. No additional changes will be made
to an employee’s salary on Remote work.

5. Company Property - The Company for effective performance of remote work may
provide Company property to the Remote Employee. It shall be the responsibility
 of the remote employee to take proper care of all company property entrusted to
him, and the Remote Employee further understand that upon termination the said
company property shall be returned in proper working order to the Company. The
Remote employee shall be financially responsible for any damage to the Company
Property.

6. Security - The remote employee shall strictly adhere to and protect confidential
information with them, securing data and company information should be of
utmost concern. Any breaches in security protocol will lead to strict and swift
disciplinary action. Non authorised personnels, including family members, should
not be permitted to access Company Property and confidential information.

7. Roles and Responsibilities - A remote employee is responsible for understanding and

adhering to this policy. Managers are responsible for Enforcing this policy within
their team.

8. Amendment - A remote Employee agrees that the company reserves the right, and
has the sole discretion to amend any clauses by way of amendment, addition,
variation or repeal or revise these rules, from time to time, and all such
amendments, modifications or additions shall take effect from the date stated
therein.

9. Effective - That this Remote Work policy shall be operational with immediate effect.
FunLabTech
Employee Leave Policy V.1.0
FunLabTech
Employee Leave Policy

INTRODUCTION

Leave is a provision to stay away from work for genuine reasons with prior approval of
the company. It may be granted for a casual purpose or a planned activity, on medical
grounds or in extra-ordinary conditions. Leave cannot be claimed as a matter of right.

1. Title and commencement-

1.1. These policy may be called the Employee Leave Policy; and

1.2. These Rules shall come into force on 01st, day of June, 2020.

2. Definition- In these rules, unless the context otherwise requires-

2.1. ‘Company’ means FunLabTech and its subsidiaries, sister concern companies
and/or group of companies, existing or to be established
 Or acquired or otherwise in the future;

2.2. ‘Week Off’ means a day in every week in which the Company remain closed;

2.3. ‘Employee’ an employee shall means the following:

2.3.1. ‘Permanent employee’ means an employee who has been confirmed in

writing through an appointment letter on satisfactory completion of
his probationary period originally fixed or subsequently extended by
the management from time to time;

2.3.2. Probationary employee’ means an employee

who is
provisionally employed by the company;

2.3.3. ‘Substitute employee’ means an employee who is employed on

the post of a permanent employee or probationary employee, who is
temporarily absent on leave or otherwise;

2.3.4. ‘Temporary employee’ means an employee who is engaged for a

limited period, for a work which is of an essentially temporary
character or who is engaged temporarily in connection with a
temporary increase in work;

2.3.5. ‘Apprentice/Trainee employee’ is a learner or trainee who is given an

opportunity for training in a particular trade or on a particular job in
the company. The apprentice/trainee shall not be entitled to any
benefit of any nature whatsoever to which regular employee are
entitled, for any job paid or unpaid for such period and on such terms
as may be determined by the company from time to time. Such
opportunity shall not be construed as a commitment for giving
employment. The period of such training will be entirely at the
discretion of the company depending upon the nature of job on which
the apprentice / trainee is being trained.

2.3.6. Casual employee’ means an employee who is an employee whose

employment is of a casual nature.
2.4. ‘Year’ shall mean the calendar year commencing from 1st January.
to 31st December

3. Leaves- An employee shall be entitled to leaves and holidays which are only
mentioned here in.
 3.1. The Company hereby declares Sunday as a week off. Provided for proper
discharge of work the Company shall have the right to change Sunday as a
week off;

3.2. The Company shall notify a list of declared holidays at the beginning of each
year;

3.3. In calculating leave under this clause, fraction of leave of half a day or more
shall be treated as one full day’s leave, an fraction of less than half a day shall
be omitted;

3.4. An employee shall be entitled to paid casual leave of 12 (Twelve) days every
year;

Provided an employee cannot avail casual leave for more than 4

(Four) days at a stretch including intervening holidays, or week off.

3.5. An employee shall be entitled to 12 (Twelve) working days of paid sick leave
every year, on the ground of any sickness incurred or accident sustained by
an employee;

Provided the employee shall submit to the H.R. medical proof if sick leave
is exceeding 2 (two) days; and

3.6. An employee may be allowed to take 30 (thirty) days unpaid leave for
holidays, medical checkups, or any other unavoidable purposes.

4. Maternity Leave-
4.1. A female employee shall be entitled to maternity benefit unless she has actually
worked in the Company for a period of not less than 160 (one hundred and
sixty) days in the 12 (twelve) months immediately preceding the date of her
expected delivery.
4.2. An eligible female employee shall be eligible for a total of fully paid twenty-six
(26) calendar weeks of Maternity Leave.

For birth mother – you may start your leave up to eight weeks before the
expected delivery.

For adoptive and commissioning mother – you may start your leave from
the date the child is handed over to the adopting mother or the
commissioning mother, as the case may be.
 This leave duration also applies to a female employee having two or more
than two surviving children.

4.3. The twenty-six (26) calendar weeks are inclusive of rest days, off days and
public holidays.

5. Procedure for taking leave-

5.1. An employee may at any time apply in writing to the H.R. of the company, not
less than 10 (ten) days before the date on which he wishes his leave to begin,
to take all the leave or any portion thereof allowable to him during the
calendar year. The H.R. after taking into consideration pending work, work
efficiency, and other aspects may sanction leave to the employee.

Provided that the number of times in which leave may be taken during any
year shall not exceed 3 (three).

5.2. An employee taking un-sanctioned leave(s) or over staying on leave shall be

considered as misconduct and appropriate action shall be taken by the
company.

6. Leave Carry Forward- If an employee does not in any one calendar year take the
whole of the leave allowed to him under sub clause 3.4 or sub clause 3.5, as the case
may be, any leave not taken by him shall be added to the leave to be allowed to him
in the succeeding calendar year:

Provided that the total number of the days of leave that may be carried forward to
a succeeding year shall not exceed 30 (thirty) days.
7. Wages during leave period- For the leave allowed to an employee under clause 3.4,
3.5 and 4, an employee shall be paid at the rate equal to 1 (One) day full-time
salary, exclusive of any overtime and bonus.
FunLabTech
Employee Separation Policy V.1.0
Funlabtech
Employee Separation Policy

INTRODUCTION

Background
This policy shall apply to all employees who resign or whose service with the company is
separated/terminated for any reason whatsoever.

1. Title and commencement-

1.1. This policy may be called the Employee Separation Policy, 2020.
1.2. This policy shall come into force on 01.07.2020

2. Application of the Policy- It shall apply, to all persons employed in the Company,
except;
2.1. The Directors of the company; and 2.2. Members of the company board.

3. Definitions- In these rules, unless the context otherwise requires-

3.1. ‘Company’ means Funlabtech and it’s subsidiaries, sister concern companies
and/or group of companies, existing or to be established or acquired in the
future;

3.2. ‘Employee’ an employee shall means the following:

3.2.1. ‘Permanent employee’ means an employee who has been confirmed in
writing through an appointment letter on satisfactory completion of
his probationary period originally fixed or subsequently extended by
the management from time to time;

3.2.2. Probationary employee’ means an employee

who is provisionally employed by the company;

3.2.3. ‘Substitute employee’ means an employee who is employed on

 the post of a permanent employee or probationary employee, who is
temporarily absent on leave or otherwise;

3.2.4. ‘Temporary employee’ means an employee who is engaged for a

limited period, for a work which is of an essentially
temporary character or who is engaged temporarily in connection
with a temporary increase in work;

3.2.5. ‘Apprentice/Trainee employee’ is a learner or trainee who is given an

opportunity for training in a particular trade or on a particular job in
the company. The apprentice/trainee shall not be entitled to any
benefit of any nature whatsoever to which regular employee are
entitled, for any job paid or unpaid for such period and on such terms
as may be determined by the company from time to time. Such
opportunity shall not be construed as a commitment for giving
employment. The period of such training will be entirely at the
discretion of the company depending upon the nature of job on which
the apprentice / trainee is being trained.

3.2.6. Casual employee’ means an employee who is an employee whose

employment is of a casual nature

4. Guidelines
In all cases of separation from the employment of the Company due to Voluntary/
In voluntary separation and retirement, employees are required to return to the
Company including but not limited to, laptop, mobile, other hardwares;
documents and paper, both original and copies thereof, including any samples,
literature, contracts, records, lists, drawings, blueprints, letters, notes, data and
the like; and Confidential Information, in your possession or under your control
relating to the company or any of its associates or branches or to clients’ business
affairs. and you shall not extract/retain/copy/download or otherwise take into
your possession any confidential information. The separation procedure requires
the employee to obtain clearance from all the departments. The Full and Final
settlement will not be made until all required clearances have been obtained by
the employee from concerned departments.

Explanation: “Employee Separation” shall mean and include termination or

resignation from the employment of the Company by an employee.

5. Separation Categories
An Employee (Regular employee, Consultant, Intern) is separated from his/her
service with the company due to the following:
5.1. Voluntary Separation:
 5.1.1. Resignation initiated by the employee on his /her own accord.
5.1.2. Last working day & Notice period will be decided by the HOD in
consultation with HR.
5.1.3. In case of employee desires for early release without serving the complete
notice period and willing to buy out the notice, the decision of
relieving will be at the sole discretion of the manager / management,
depending on work exigencies.

5.2. Leaves during notice period- in case an employee avails leave(s) during the
notice period, the notice period will get extended by the number of leaves
availed. Exceptions need to be approved by the management.

5.3. Involuntary Separation:

5.3.1. Managed Separation: Involuntary termination of the services initiated by
the company, as a result of the employee’s inability to satisfactorily
perform his/her job or in case of project closure(s). Notice to the
employee will be given as per contractual terms and conditions.

5.3.2. Disciplinary Discharge: Involuntary termination initiated by the company,

as a result of indiscipline or Non-Compliance with the code of
conduct policy or violation of employment Terms and conditions.
Separation will be with immediate effect and no notice pay out will
be due from the organization.

5.3.3. Absconding: Involuntary termination initiated by the company, as a result

of the Employee discontinuing the service without a formal notice to
the company. Non- Intimation of absence for a period of more than
7 business days will automatically lead to absconding initiation
without any notice from the Organization to the employee. HR shall
initiate legal proceedings on receipt of Absconding information from
the manager and the separation notice will be sent to the employee.
No notice pay will be applicable in these cases.

5.3.4. Separation due to death or permanent disablement: In case of death or

permanent disablement, the employee’s
nominee / next of kin will get the full and final dues.

5.4. Others – An Employee will take Voluntary separation once reaching the age of
Superannuation. This kind of resignation is totally under the discretion of
management.

6. Procedure for Separation:

 6.1. Separation Process Flow for Voluntary separation:

Process Flow Employee / Concern Department(s)

Resignation Employee
Resignation status Department Head / Manager
Discussion with Resigned Employee HR
Serving the Notice period Employee
Initiating the Separation HR
Asset Handover Admin & IT
Full & Final Settlement of accounts Finance & HR
6.1.1. Resignation: When an employee decides to leave his /her employment
with the Company, the employee is expected to state the reason
for separation.

6.1.2. Resignation Status: HOD / Manager should indicate the acceptance of

the employee’s resignation E-mail, agree on the relieving date and
pass the information to HR to initiate the separation procedure.

6.1.3. Discussion with Resigned Employee: HR will communicate the

employee through E-mail & formal discussion on the resignation
acceptance; notice period, full and final settlement process etc.

6.1.4. Notice Period: Notice requirements are in accordance with the

appointment letter /Company’s notice period. All confirmed
employees are required to give the notice of 90 days. Employees in
probation are required to give a notice of 30 days. If an employee is
not willing to serve the notice period, in that case at the total
discretion of the management
employee must buy out the salary in lieu of notice period.

6.1.5. Initiating the Separation: HR will initiate the separation based on the
notice period and on the last business working day. An
Employee is required to share the feedback / recommendations
through the exit questionnaire form. (Refer Annexure(A)

6.1.6. Asset handover: Employee is required to obtain clearances through

the prescribed clearance form, from the various departments and
submit the same to the HR department.
 6.1.7. Finance: Employee is required to submit all the required proofs of
their Tax savings / Investments for their full & final settlement
computation. All PF related activities
(PF statement, Withdrawal, transfer) are to be coordinated
with the Finance team.

6.2. Separation Process Flow for Involuntary separation:

Process Flow Employee / Concern Department(s)

Discussion with Employee Department Head/HR

Notice Period HR
Initiating the Separation HR
Clearance Form Employee
Full & Final Settlement of accounts Finance & HR

6.2.1. Discussion with Employee: Employer will initiate a separate formal

meeting with the Employee along with the department head. Address
the reason of termination to the Employee.

6.2.2. Notice period: Notice period without cause: Notice requirements are
in accordance with the appointment letter /Company’s notice period.
All confirmed employees will be given the notice of 90 days.
Employees in probation will be served 30 days. At discretion of the
management the confirmed employee will be relived immediately by
paying 2 months basic pay in lieu of notice period and the
probationary will be relieved by paying with1 month of basic pay in
lieu with
Notice period.

Notice period with cause: Employee will be relieved immediately

without any further notice or explanation.

6.2.3. Initiating the Separation: HR will initiate the separation process

immediately in the case of separation with a cause. Employee is
required to submit the clearance form.

6.2.4. Clearance Form: Employee will submit the total clearance form before
relieving.
6.3. Full & Final Settlement of Accounts:
6.3.1. Voluntary Separation: Employee will be issued Relieving letter and
experience letter once completion of all the formalities. F&F will be
cleared through Cheque/ Online; F&F Statement will be issued to the
employee on the day of full & final settlement clearance.

6.3.2. Involuntary Separation: In case of exit due to Absconding or

Disciplinary discharge issues company has the right to hold the full
& final settlement of the employee.

In case of managed separation, employee will be eligible for Full &

Final settlement

Note:
All Full & Final settlements will be cleared within 45 days from the
date of Separation. Any deviations in the duration of the notice
period to be served will be at the discretion of the Management
/ HOD.

In case of exit due to Absconding or Disciplinary discharge issues

company has right to hold the full & final settlement of the employee.

To compute final settlement dues, your required to submit your

investment proof, Medical and LTA bills one week prior to your last
working day as per your tax declaration to the finance department.
Income Tax – investment proof Medical bills for Tax
exemption LTA bills for any claims (if any)

If any late submission of document as mentioned above, the

company doesn’t bear any responsibility of taking cognizance of the
proofs.

6.4. Joining Bonus: Any paid would be recovered in full if the employee leaves the
services within a span of one year. The amount to be recovered will be
calculated including any taxes deducted for the Joining Bonus paid.

6.5. Advances and Loans: Any advances or loans, which the employee has taken,
would be recovered in full.

6.6. Notice Pay: Any amount, which is paid to an employee to compensate his/her
loss incurred with his/her previous employer, would be recovered if the
 employee leaves the services within a span of one year. The amount to be
recovered will be in full – whatever was paid to the employee (including
any taxes deducted if any).

6.7. Notice Period: Any shortage in notice to the organization would be deducted
from the salary. Getting the waiver required to be recommended by the
Manager/ Department head and will be considered based on the discretion
of management.
6.7.1. Dues to the cost of articles taken by the employee and not returned or
damaged. The same shall be intimated to HR by all departments by
use of the Exit/ Resignation clearance form.
6.7.2. Education Reimbursement If the employee decides to separate before 6
months after course completion, the entire assistance provided, and
leave taken will be debited against privilege leave entitlement. If the
leave balance is negative as a result of the debit, recovery will be
made, as per the leave policy, from the final settlement dues.

7. Periodic Checks The Company reserves the right to amend/withdraw the policy at any
time without assigning any reason whatsoever. The utility
and interpretation of the policy will be at the sole discretion of the Management.

EMPLOYEE GENERAL RULES AND REGULATIONS AT FUNLABTECH SERVICES

PRIVATE LIMITED

Attendance, Punctuality & Leave of Absence:

• Employee must follow a five-day working schedule from Monday to Friday. Classes are
scheduled from 10.00 a.m. to 6.00 p.m. (if required they have to spend extra time on
Saturdays & Sundays)
• Employee is required to complete the assignments within the given time period.
• Employee must have an attendance of 100% during the training duration.
• If a employee propose to take a leave the employee should, prior to taking such leave,
inform the company by addressing an email to [email protected]
• In case of absenteeism due to illness, employee must present a medical certificate to the
Employer.
• In lieu of missing a significant number of classes, consequently being unable to catch up
with the curriculum, the employee may be asked to attend the next upcoming online batch.
 The employer shall have the sole right to determine whether the employee is able to catch
up or not and whether the employee requires to attend the next upcoming batch or not.

Coding Assignments / Coding Projects Misconduct - Policy on Unfair means, Cheating,

Forgery, Impersonation, etc.

• Misconduct is defined as a violation of the Funlabtech standards of course integrity and/or

this Code, whether these violations are intentional or unintentional.
• Coding misconduct consists of cheating on coding assignments & projects, plagiarism on an
assignment, or unauthorized collaborative work.
• Submission of the same work in more than one course: When submitting any work to an
instructor for a course, it is assumed that the work was produced specifically for that course.
Submission of the same work in more than one course without prior approval is prohibited.
• Both the code receiver (copier) and code giver (enabler) will be subjected to code of
conduct under unfair means, cheating, forgery, impersonation.
• Upon rustication, we will update the GitHub, against your profile stating that the employee
was asked to leave in lieu of code of conduct.

Responsibilities of employee:

Employee must:

• Treat all members of the funlabtech community with respect and courtesy.
• Do all required work within deadlines and to the best of the employee’s ability.
• Treat the property, facilities and resources provided by the company to assist the employee
in the course with care and diligence.
• Settle any disagreements by discussing the problem and seeking a solution that is fair to all
concerned.

Employee must not:

• Use foul or unprofessional language.

• Bully, rag, harass or discriminate against any member of the Funlabtech community.
 • Use company’s online facilities to send or view any obscene, offensive or illegal material.
• Behave in a manner, within or outside company that may bring the company into disrepute
or malign the image of the company in any manner. This includes any criminal or antisocial
behaviour.

Disciplinary Measures that may be imposed under these Rules include but are not limited to:

• Written warning, reprimand, suspension, during which the employee shall be required to
fulfil certain conditions & demonstrate good behaviour.
• Employee shall be required to issue an apology letter and the parents / legal guardians /
spouse shall be informed about such incident.
• Employee may lose on certain privileges including removal.
• If an employee receives more than 2(two) suspensions, the employee may be expelled from
the course and termination conditions will be enforceable.
• The policy formulated by the company pursuant to the Sexual Harassment of Women at
Workplace (Prevention, Prohibition and Redressal) Act, 2013 will be applicable to and
binding on the employee.

Undertakings by the employee, parent / legal guardian / spouse:

• I hereby undertake, if admitted, to attend live lectures (Minimum 100%) and to take all
internal assessments, tasks, assignments etc. in the company and if I fail to do so, I will be
expelled from the company.

• I hereby acknowledge and accept that in the event of my expulsion from the course due to
the breach of Code of conduct, in the middle of my training program shall give FunLabTech
the right to recover the sum as stated in my offer letter as against the cost of my training and
maintenance.
• I hereby submit to the disciplinary jurisdiction of the authorities of the company, and shall
observe and abide by the rules made by them.

• All powers relating to discipline and disciplinary action in relation to the employees shall
vest with the CEO of the company. The CEO may delegate all or any of his powers as he
deems fit, to such other officer as he may nominate in that behalf.
 Declaration:

I hereby agree and acknowledge that all Intellectual Property (including but not limited
to copyrights, designs, trademarks, patents, logos) whatsoever in my possession or
created by me for the Company during the course of my employment with the Company
Business Consulting (India) Pvt Ltd are the exclusive property of the Company and I shall
not, at any time, assert or claim any right or interest thereto. I also agree that if proof of
investment is not given at the time of final settlement of dues, the entire income will be
taken as taxable.

SIGNATURE OF THE EMPLOYEE

i) SIGNATURE OF REPORTING MANAGER

ii) SIGNATURE OF HR Manager

DATE