India Employee Handbook

PERFICIENT GDC INDIA EMPLOYEE HANDBOOK
POLICIES, PROCEDURES & GUIDELINES
Document Version: 1.0
Effective Date: 01/01/2023
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GDC INDIA EMPLOYEE HANDBOOK CONFIDENTIAL
Contents
ABOUT THIS EMPLOYMENT HANDBOOK ............................................................................................... 6
EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT ............................................................... 7
Perficient Business Travel outside India ..................................................................................................... 7
POLICY AGAINST DISCRIMINATION AND INNAPPROPRIATE CONDUCT ............................................. 7
BUSINESS ETHICS AND CONDUCT ...................................................................................................... 10
CONFLICT OF INTEREST AND OUTSIDE EMPLOYMENT..................................................................... 10
SEVERABILITY CLAUSE ........................................................................................................................ 11
NON-DISCLOSURE POLICY ................................................................................................................... 11
EMPLOYEE INFORMATION PRIVACY POLICY ...................................................................................... 14
COMMUNICATIONS ................................................................................................................................ 15
Policy on Free Speech .......................................................................................................................... 16
Perficient Collaboration Tools ............................................................................................................... 16
EMPLOYMENT ........................................................................................................................................ 17
Appointment .......................................................................................................................................... 17
Employment Reference and Background Check ................................................................................... 17
Employment Applications ...................................................................................................................... 18
Joining Formalities: ............................................................................................................................... 18
Work Schedule...................................................................................................................................... 19
Vehicle Parking ..................................................................................................................................... 19
Work Behavior ...................................................................................................................................... 19
Performance Reviews ........................................................................................................................... 20
Internal Promotion Policy ...................................................................................................................... 21
Transfers between Business Units ........................................................................................................ 21
Compensation Reviews......................................................................................................................... 22
Employee and Client Entertainment ...................................................................................................... 22
Access to Personnel Files ..................................................................................................................... 22
ABOUT MY PAY....................................................................................................................................... 23
Payment of Wages ................................................................................................................................ 23
Referral Bonuses .................................................................................................................................. 23
Candidate Eligibility ........................................................................................................................... 24
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Guidelines: Please refer Referral Bonus Policy for more details. ....................................................... 24
Payment ............................................................................................................................................ 24
Loyalty Bonus ....................................................................................................................................... 24
Overtime Pay ........................................................................................................................................ 24
Deductions from Pay checks ................................................................................................................. 25
Travel and Expense Policy .................................................................................................................... 25
Training/Certification Reimbursement Procedure .............................................................................. 25
Equity Based Awards ............................................................................................................................ 26
Medical Benefits .................................................................................................................................... 26
ON THE JOB ............................................................................................................................................ 27
Dress Code Policy ................................................................................................................................ 27
Guidelines ......................................................................................................................................... 27
Flexible Work Arrangements ................................................................................................................. 28
Maintenance of Rental Property and Lodging ........................................................................................ 29
Reporting Time ..................................................................................................................................... 29
Non-Solicitation Policy .......................................................................................................................... 30
Personal Property ................................................................................................................................. 31
Investigating Workplace Conduct and Searches ................................................................................... 31
Company Property Policy ...................................................................................................................... 32
Equipment ......................................................................................................................................... 32
Office Supplies ...................................................................................................................................... 32
Maintenance of Offices.......................................................................................................................... 32
Office Decorations ............................................................................................................................. 32
Housekeeping ....................................................................................................................................... 32
Whistle-blower Policy ............................................................................................................................ 33
Policy Guidelines: .............................................................................................................................. 33
Dating and Cohabitation Policy .......................................................................................................... 34
EMPLOYMENT OF RELATIVES .............................................................................................................. 35
HEALTH & SAFETY ................................................................................................................................. 35
Safety ................................................................................................................................................... 35
Medical Issues ...................................................................................................................................... 36
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Accidents and Injuries ........................................................................................................................... 36
Training and Education ......................................................................................................................... 36
Accident Reports................................................................................................................................... 37
Facilities and Inspections ...................................................................................................................... 37
Correcting Deficiencies ......................................................................................................................... 37
Inclement Weather and Catastrophic Events ......................................................................................... 37
DRUGS AND ALCOHOL AT THE WORKPLACE ..................................................................................... 38
WORKPLACE BEHAVIOUR AND CONDUCT .......................................................................................... 40
Workplace Violence Prevention Policy .................................................................................................. 40
Prohibited Conduct ............................................................................................................................... 40
Reporting Procedures ........................................................................................................................... 40
ANTI-SEXUAL HARASSMENT POLICY................................................................................................... 41
RISK REDUCTION MEASURES .............................................................................................................. 41
FIREARMS, EXPLOSIVES AND WEAPONS AT THE WORKPLACE ...................................................... 41
Enforcement ......................................................................................................................................... 42
SMOKING ................................................................................................................................................ 42
CELLULAR PHONES ............................................................................................................................... 42
DISCIPLINARY ACTION .......................................................................................................................... 42
Procedure: ............................................................................................................................................ 42
Verbal Warning ..................................................................................................................................... 43
Written Warning .................................................................................................................................... 43
Suspension ........................................................................................................................................... 43
Termination ........................................................................................................................................... 43
INFORMATION TECHNOLOGY POLICIES.............................................................................................. 44
Computer Systems and Software .......................................................................................................... 44
Internet ................................................................................................................................................. 44
Electronic Communication ..................................................................................................................... 45
Anti-Virus Protection ............................................................................................................................. 46
File Downloads ..................................................................................................................................... 47
Copyrighted Material ............................................................................................................................. 47
TIME OFF POLICIES ............................................................................................................................... 47
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Paid Time Off ........................................................................................................................................ 47
Bench Time........................................................................................................................................... 47
Bereavement Leave .............................................................................................................................. 48
Holiday Schedule .................................................................................................................................. 48
Requesting Paid Time Off (PTO) .......................................................................................................... 49
Leaves of Absence ............................................................................................................................... 49
SEPARATION OF EMPLOYMENT POLICY ............................................................................................. 50
Types of Separation .............................................................................................................................. 50
Resignation ....................................................................................................................................... 50
Job Abandonment ............................................................................................................................. 51
Termination ....................................................................................................................................... 51
Reduction in Workforce ..................................................................................................................... 51
Release ............................................................................................................................................. 51
Separation Process ........................................................................................................................... 52
Employee Exit Documents .................................................................................................................... 52
Final Pay ............................................................................................................................................... 52
Pay-out of Accrued Paid Time Off (PTO) .............................................................................................. 52
Return of Property................................................................................................................................. 52
Internal and Confidential Information ..................................................................................................... 53
Exit Interview......................................................................................................................................... 53
Rehire Eligibility ................................................................................................................................. 53
Rehire................................................................................................................................................ 53
Bar From Employment ....................................................................................................................... 53
RECEIPT OF EMPLOYMENT HANDBOOK ............................................................................................. 54
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ABOUT THIS EMPLOYMENT HANDBOOK
This Guide is designed to provide you with general information about some of the
advantages and benefits you enjoy as an employee of Perficient and to explain some of
the guidelines under which Perficient operates. Please use this handbook as a first step
toward answering questions you might have about your employment at Perficient. As it is
not possible to explain every Perficient policy, rule, practice, or benefit in this handbook,
consult your supervisor or the HCM Department if you cannot find the answer to a specific
question you might have.
This handbook contains only general information and guidelines. It is not intended to be
comprehensive or to address all the possible applications of, or exceptions to, the general
policies and procedures described. For that reason, if you have any questions concerning
eligibility for a benefit, or the applicability of a policy or practice to you, you should address
your specific questions to the HCM Department. The information in this Employee
Handbook is subject to change as situations warrant. You should understand that
requirements of law imposed by the country or state in which you reside, or work may
supersede modify or eliminate the policies in this Handbook. If any provisions herein
conflict with law, such provisions shall be severable.
Some of the subjects described here, such as Benefit Plans, are covered in detail in the
Summary Plan Documents made available to eligible employees; you should refer to those
documents for specific information as this booklet only briefly summarizes those benefits.
Please note that the terms of the written plan documents are controlling. Any policies that
a Client of Perficient enforces, that are more stringent than that of Perficient, those will
have precedence over that Perficient Policy.
This handbook and the information in it should be treated as secret and confidential. No
portion of this handbook should be disclosed to others, except Perficient employees and
others affiliated with Perficient for whom the information is required in the normal course
of business.
The contents of this Handbook supersede all prior statements on the subjects covered.
Perficient reserves the right to change them without notice at any time. Nothing in this
Handbook is a contract or guarantee of employment or a guarantee of benefits. Your
employment is at will and may be terminated by you or Perficient at any time without cause
and without notice.
Failure to comply with the policies outlined in this handbook could result in disciplinary action, up to and
including termination.
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EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT
Equal Employment Opportunity has been, and will continue to be, a fundamental principle
at Perficient. All employment decisions, including and not restricted to selection, hiring,
compensation, benefits, training, advancement, discipline, termination, and other terms,
conditions, and privileges of employment, are made without regard to race, color,
religion, national origin, sex (including pregnancy), age, disability, or any other status as
protected by law.
Perficient prohibits and does not tolerate any form of discrimination or harassment in the
workplace based on race, color, religion, national origin, sex (including pregnancy), age,
disability, or any other status protected by law.
If you believe you have a physical or mental impairment that substantially limits one or
more major life activities, and due to that impairment, you require certain
accommodations to perform your essential job functions, please contact the HCM
Department. Perficient will make reasonable accommodations for qualified individuals with
disabilities, unless doing so would result in an undue hardship on Perficient.
Perficient Business Travel outside India

Perficient India employees may need to travel outside of India for Perficient related
business. Depending on the situation a work permit/visa may or may not be required.
The employee should ensure they are contacting the HCM Department as soon as possible
when projects and travel are known, so that a plan of action can be determined. Perficient
will incur the costs associated with any work permit/visa required for business related
purposes and Perficient will engage our law firm in the process of obtaining the work
permit/visa. Any additional fees incurred during the process (such as processing fees at
an airport) should be submitted directly to the HCM Department) along with detailed
receipts and an explanation. The HCM Department in consultation with Finance
Department will then process all eligible reimbursements.
In addition, it is important that colleagues notify The HCM department of projects that
require an extended stay in a foreign country so that the HCM department can ensure
appropriate levels of benefits coverage and proper treatment of payroll and taxes.
POLICY AGAINST DISCRIMINATION AND INNAPPROPRIATE CONDUCT

All our employees, while in the workplace or otherwise representing Perficient, are
expected to maintain the highest standards of professional and ethical conduct. Our
employees are expected to, always, extend courtesy and respect to all persons with whom
they come in contact on behalf of Perficient. This policy applies to all full-time, part-time,
and temporary employees of Perficient, including officers, managers, supervisors, and
salaried and hourly employees. This policy also applies to conduct towards Perficient’s
guests, clients, vendors, contractors, service providers, and anyone else with whom an
employee of Perficient comes in contact within the course of Perficient’s business. Any
employee that violates this policy will be subject to disciplinary action, up to and including
termination from employment.
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Perficient prohibits all forms of discrimination, harassment, and inappropriate behavior
based on race, color, religion, national origin, sex (including pregnancy), age, disability,
veteran status, or any other characteristic or status protected by law. Harassment, which
is motivated by, or offensive based on race, color, religion, national origin, sex (including
pregnancy), age, disability, veteran status, sexual orientation, or any other status
protected by law is a form of discrimination.
It is important to understand that Perficient’s prohibition on inappropriate behavior is not

limited to behavior that is severe or pervasive enough to constitute illegal discrimination
or harassment.Rather, Perficient prohibits all behavior which is motivated by, or offensive
based on the protected characteristics and statuses described above, regardless of
whether the behavior meets the legal definition of unlawful discrimination or harassment.
If any female employee believes that she has been subjected to sexual harassment, such
a person may file a complaint as prescribed in Anti-sexual Harassment Policy defined in
their respective Work Location / Business Unit Association. The Chairperson would arrange
for a meeting within one week of receipt of the complaint for discussing the same with
Committee members.
This policy also prohibits inappropriate behavior regardless of whether the inappropriate
behavior is unwelcome, regardless of whether anyone has complained about the
inappropriate behavior, and regardless of whether the person engaging in the
inappropriate behavior intended for it to be offensive. This policy also prohibits
inappropriate behavior which was intended only as a joke or was not supposed to be seen
or overheard by others.
In other words, this policy prohibits all e-mails, cartoons, jokes, letters, photographs,
posters, screen savers, pictures, objects, propositions, conduct, comments, graphic
displays, visual or audio materials, suggestions, requests, advances, and physical
touching which are sexual in nature or are motivated by, pertain to, or otherwise offensive
on the basis of race, color, religion, national origin, sex (including pregnancy), age,
disability, sexual orientation, or any other characteristic or status protected by law. This
policy also prohibits, among other things, the use of obscene language, gestures, or
humor, flirtation, basing employment decisions suchas hiring, promotion, termination,
wage determinations, and duties on acceptance or rejection of sexual advances, engaging
in conduct that has the effect of interfering with an individual’s work performance or
creating an intimidating, hostile or unreasonably offensive working environment, and
promising, implying, or granting any preferential treatment to another employee or
applicant in exchange for engaging in sexual conduct.
Employees who feel they have been subjected to Offensive or Unwelcome

conduct have rights and responsibilities. Any employee who is subjected to any
offensive or unwelcome comments or behavior has the right to inform the individual that
such comments or behavior is unwelcome or offensive and should promptly do so. Making
clear to others what is unwelcome or offensive is the first step in preventing unlawful
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harassment from occurring. If any employee feels that he or she is a victim of any type
of discriminatory harassment, including any of the conduct listed above, by any co-worker,
client, supplier, vendor, subcontractor, or other person, then he or she should immediately
notify his or her supervisor or the HCM Department at Perficient. Likewise, employees
witnessing offensive or inappropriate conduct toward other employees should immediately
report any such incidents to a supervisor or the HCM Department at Perficient or you can
also report incidents using our web reporting system by visiting the following link: Ethics
& Compliance Reporting Portal
If the employee’s supervisor is the person whose conduct is being questioned, or if the
employee is otherwise unable or unwilling to notify his or her supervisor, the employee
should immediately notify the supervisor’s superior, the HCM Department or an officer of
Perficient or you can also report incidents using our web reporting system by visiting the
following link: Ethics & Compliance Reporting Portal
Prompt reports are important; they help Perficient to eradicate discrimination and
harassment and facilitate prompt and thorough investigations. For this reason, the
employee should always make a report as soon as possible, usually within 24 hours of the
offensive conduct. Employees should not wait for a situation to become worse or
unbearable before making a report. For instance, if a supervisor makes inappropriate
sexual comments, the employee should not wait until the conduct interferes with his or
her ability to do the job. Instead, the employee should promptly tell the supervisor that
his or her conduct is unwelcoming and offensive, and then contact the supervisor’s
superior, the HCM Department or an officer of Perficient or you can also report incidents
using our web reporting system by visiting the following link: Ethics & Compliance
Reporting Portal
Even if an employee does not report offensive conduct within 24 hours, Perficient still
wants the employee to report the conduct and Perficient will deal with the report promptly.
All supervisors and managers have the responsibility to eliminate all inappropriate
behavior. This responsibility includes communicating this discrimination and inappropriate
conduct policy, educating all employees under their supervision about this policy and how
to use it, and enforcing this policy.
Perficient will not tolerate retaliation or reprisal against an employee who in good faith
reports alleged incidents of unlawful discrimination or who cooperates in an investigation
of any such report. Any employee who feels that he or she has been threatened with, or
subjected to, such reprisal or retaliation should immediately report the reprisal or
retaliation to a supervisor, the HCM Department, or an officer of Perficient or you can
also report incidents using our web reporting system by visiting the following link: Ethics
& Compliance Reporting Portal
All allegations of inappropriate conduct or retaliation will be taken seriously and will be
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investigated. Any employee who is determined to have violated this policy will be subject
to appropriate disciplinary action, up to and including termination.
Any employee who knowingly makes a false accusation of discrimination, harassment,

retaliation, or other violation of this policy will be subject to disciplinary action, up to and
including termination.
BUSINESS ETHICS AND CONDUCT

The successful business operation and reputation of Perficient is built upon the principles
of fair dealing and ethical conduct of our employees. Our reputation for integrity and
excellence requires careful observance of the spirit and letter of all applicable laws and
regulations, as well as a rigorous regard for the highest standards of conduct and personal
integrity.
The continued success of Perficient is dependent upon our clients' trust and we are
dedicated to preserving that trust. Employees owe a duty to Perficient, its clients, and
shareholders to act in a way that will merit the continued trust and confidence of the
public.
Perficient will comply with all applicable laws and regulations and expects its directors,
officers, and employees to conduct business in accordance with the letter, spirit, and
intent of all relevant laws and to refrain from any illegal, dishonest, or unethical conduct.
Perficient is committed to fully investigating any credible employee concerns regarding
corporate accountability and will in no way retaliate or discriminate against any employee
for communicating such concerns to the company or for cooperating in any official
proceeding.
In general, the use of good judgment, based on high ethical principles, will guide you with
respect to lines of acceptable conduct. When a situation arises where it is difficult to
determine the proper course of action, the matter should be discussed openly with your
immediate supervisor and if necessary, with the HCM department or an officer of Perficient
for advice and consultation or you can also report incidents using our web reporting
system by visiting the following link: Ethics & Compliance Reporting Portal
Compliance with this policy of business ethics and conduct is the responsibility of every
Perficient employee. Disregarding or failing to comply with this standard of business ethics
and conduct could lead to disciplinary action, up to and including possible termination of
employment.
CONFLICT OF INTEREST AND OUTSIDE EMPLOYMENT

a. You are required to engage yourself exclusively in the work assigned by
PERFICIENT and shall not take up any independent or individual assignments
(whether the same is part time or full time, in an advisory capacity or otherwise)
directly or indirectly without the express written consent of your Business Unit
Head.
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b. You shall ensure that you shall not, directly or indirectly, engage in any activity or
have any interest in, or perform any services for any person who is involved in
activities, which are or shall conflict with the interests of Perficient.
c. The Conflict of Interest Policy also refers to the need on your part, during your
employment and for a period of one year from the cessation of your employment
with Perficient (irrespective of the circumstances of, or the reasons for, the
cessation) not to solicit, induce or encourage:
i. Any employee of Perficient to terminate their employment with Perficient or to
accept employment with any competitor, supplier or any customer with whom
you have a connection.
ii. Any customer or vendor of Perficient to move his existing business with
Perficient to a third party or to terminate his business relationship with
Perficient.
iii. Any existing employee to become associated with or perform services of any
type for any third party.
iv. In case of any conflict or doubt, please discuss the matter with your HR, to
understand the position of PERFICIENT and resolve the conflict.
d. During your employment and for a period of one year from the cessation of your
employment with Perficient (irrespective of the circumstances of, or the reasons
for, the cessation), you agree that you will not provide products or services
competitive to those products and services being offered by Perficient to any
Perficient clients or prospective clients with whom you had contact (or learned
confidential information about) as an employee of Perficient during the last twelve
(12) months of employment with Perficient.
SEVERABILITY CLAUSE
If any term or provision of this Employee Handbook is invalid or unenforceable, it shall be
ineffective to the extent of such invalidity or unenforceability without rendering invalid or
unenforceable the remaining terms and provisions of this Employee Handbook. If any
provision of this Employee Handbook is deemed to be so broad as to be unenforceable, the
provision shall be interpreted to be only so broad as is enforceable.
NON-DISCLOSURE POLICY
External Non-Disclosure
The protection of confidential business information and trade secrets is vital to the
interests and success of Perficient. All employees are required to sign a non-disclosure
agreement as a condition of employment. The information, materials, products, designs,
plans, ideas and data of Perficient and their clients are the property of Perficient and their
clients and should never be given to an outside firm or individual, except through normal
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business channels and with appropriate written authorization. Any improper transfer of
material or disclosure of information,even if the employee does not personally gain by
such action, constitutes unacceptable conduct. Any employee who participates in such
practice will be subject to disciplinary action up to and including, termination of
employment. Perficient reserves its right, even after termination of an employee, to bring
legal action against the employee for their disclosure of confidential information. It is
important to note that even seemingly innocuous information about or from our clients
is considered confidential and all Perficient employees have an obligation to protect that
information.
In addition, Perficient colleagues are expected to use good judgment and common sense
when disclosing information about or relating to Perficient vendors, benefits providers,
partners,advisors, consultants, employment candidates, etc. Information collected in the
scope of employment about any of these entities remains the property of Perficient and
should never be disclosed externally.
Internal Non-Disclosure
Perficient encourages the free exchange of ideas in the workplace and considers it
essential to the growth and development of Perficient. However, unauthorized
employees are prohibited from attempting to obtain or receiving certain confidential
information. Such confidential information includes, but is not limited to:
1. Technical information of Perficient, its affiliates, its clients or other third

parties, suchas but not limited to methods, know-how, processes, and similar items.
2. Business information of Perficient, its affiliates, its clients or other third parties, such
as but not limited to compensation data, client lists, client preferences, financial
information, vendor information, and similar items; and
3. Information relating to future of Perficient, its affiliates, its clients or other third
parties, such as but not limited to marketing strategies, new materials research, pending
projects and proposals, proprietary production processes, research and development
strategies, and similar items.
Non-Disclosure of Former Employer’s Trade Secret

Perficient expressly forbids employees from using or disclosing any confidential and
proprietary information or trade secrets from any former employer or their clients.
Insider Trading Policy

The SEBI laws and regulations have been held to prohibit the purchase or sale of a security
at a time when the person trading in that security possess material, non-public
information concerning the issuer of the security, or the market for the security, which
has not yet become amatter of public knowledge, and which has been obtained or is being
used in breach of a duty to maintain the information in confidence. Communication of
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non-public information to a thirdparty, under circumstances where improper trading can
be anticipated, is also prohibited.
“Material, non-public information” includes information that is not available to the public
at large which could affect the market price of the security and to which a reasonable
investor would attach importance in deciding whether to buy, sell, or retain the security.
The following are examples of information that will frequently be regarded as material,
non-public information are: impending bankruptcy or financial liquidity problems;
projections by a corporation’s officers of future earnings or losses; news of a pending or
proposed merger or acquisition, or a tender offer or exchange offer; news of a significant
sale of assets of the disposition of a subsidiary; changes in dividend policies or the
declaration of a stock split or the offering of additional securities; changes in
management; or significant new oil or gas discoveries. It should be noted that either
positive or adverse information may be material. These are merely examples and
Perficient does not purport that this to be an all-inclusive list.
No director, officer, or employee, who has material, nonpublic information relating to

Perficient, may buy or sell securities of Perficient, directly or indirectly, or engage in any
other action to take personal advantage of that information, or to pass it on to others.
Each person is individually responsible for complying with the securities laws and this
policy, regardless of whether Perficient has prohibited trading by that person or any other
Insiders. This Policy also applies to information relating to any other company, including
without limitation, any company which Perficient follows in the ordinary course of its
business, and any of its clients, vendors, or suppliers, when that information is obtained
during services performed on Perficient’s behalf. Transactions that may be necessary or
justifiable for independent reasons are no exception.Even the appearance of an
improper transaction must be avoided to preserve Perficient’s reputation for adhering
to the highest standards of conduct.
No director, officer, or employee, who receives or has access to Perficient’s Material Non-
Public Information may comment on stock price movement or rumors of other corporate
developments that are of possible significance to the investing public unless it is part of
your job (such as Investor Relations) or you have been specifically authorized by the
CEO or CFO in advance. If you comment on stock price movement or rumors, or disclose
Material Non-Public Information toa third party, you should promptly contact the CEO,
CFO, or COO.
From time to time, Perficient may recommend that Directors, officers, selected employees
and others suspend trading in Perficient’s securities because of developments that have
not yet been disclosed to the public. All those affected should not trade in Perficient’s
securities while the suspension is in effect, and should not disclose to others that
Perficient has suspended trading for certain individuals.
Anyone violating these laws is subject to personal liability and could face criminal
penalties. Perficient takes seriously its obligation, and that of its associates, to prevent
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insider trading violations.
Stock Discussion Boards

It is against Perficient policy for employees to discuss, post, or otherwise divulge any
confidential information or other material, non-public information concerning Perficient or
its Partners, clients, employees, potential clients, vendors or contractors on the Internet.
This includes, but is not limited to financial discussion groups, Internet Message Boards
or chat rooms (i.e. Yahoo, Motley Fool, Raging Bull, etc.). This policy applies whether you
are using your own name, or posing under an alias. Violations of this policy are considered
extremely serious, both by Perficient and federal and state securities authorities. Violation
of this policy subjects theemployee to disciplinary action, up to and including termination.
EMPLOYEE INFORMATION PRIVACY POLICY
Perficient during its course of business practice and in some cases as required by law,
collects uses and maintains personal and confidential information about each employee.
This informationmay be used for many purposes including: compliance with Central and
state laws; determination of eligibility for employee benefits; and communication with
employees. We respect the privacy of our employees and the confidentiality of personal
information. At no time, will confidential information be knowingly shared or disseminated
to unauthorized parties. To attain this standard, Perficient has committed significant
resources to ensuring the safety and confidentiality of our employee’s information through
security measures surrounding our electronic payroll, password protection measures on
websites interfacing with certain benefit providers, and employee training regarding
confidentiality.
As part of our commitment to your privacy, policies have been established to protect your
information when it is shared inside and outside the company. Employees that are
authorized to have access to employee information have received specific instruction in
issues of information confidentiality. It is also necessary for information to be shared with
outside organizations such as health plan providers, other third-party vendors and
governmental agencies. In cases where confidential information might be shared, specific
written agreements regarding confidentiality are enacted with any outside parties who
may receive that information.
In any other case in which information might be shared with an individual or organization
that does not have a specific agreement in place, Perficient will obtain permission from
any affected employee prior to releasing information, unless otherwise prescribed by law.
Occasionally our clients will request certain private information from employees for their
own security measures -for example, a social security number may be required to obtain
an access badge at a client site. If one of our employees is uncomfortable releasing their
personal and private information, Perficient will respect this right and will work with the
client to find an alternative.
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Employment Verifications
Employees that need an employment verification letter on Perficient letterhead for travel
on visas, home loans, etc. can send a request via email to the respective BU / work
location HCM team. Employees needing this letter should include an attachment to the
email with the appropriate text and information that needs to be provided. The HCM
Department will process this request as soon as administratively possible, usually within
two business days. All employment verifications letters will be scanned/emailed back to
the employee once signed by a member of the HCM department, and if needed, sent via
regular mail. Employees should allow for a reasonable amount of time to receive the
letter (typically 3-4 days, but could take up to 10 days) once the HCM department has
mailed it. From time to time, employees might need very detailed and specific letters for
visa purposes. Requests for these letters should be sent directly to the HCM Department.
Employees should ensure that they request an employment verification letter with as
much advance notice as possible.
Agencies sometimes need employment verification done on their own forms (this is
typically for home loans). If this is the case, the employee should instruct the agency to
email or fax the form, along with a signed release, directly to the HCM department.
COMMUNICATIONS
Perficient strongly believes that it is important for managers and employees to exchange
ideas both to assist you in your development and to promote the growth of Perficient.
Perficient wants to hear what you must say. You are encouraged to discuss your thoughts
about how Perficient can do things better and any problems you may be having on the
job.
It is Perficient’s commitment to provide an effective way for employees to bring problems

concerning their wellbeing at work to the attention of Perficient’s management. Therefore,
an informal grievance procedure has been established for the benefit and use of the
employees. When an employee believes a work condition or treatment is unjust,
inequitable, a hindrance to effective operation or creates a problem, he/she is encouraged
to discuss the condition or treatment with management. Misunderstandings or conflicts
can arise in any organization and should be resolved before serious problems develop.
Most incidents resolve themselves naturally; however, should a situation persist that the
employee believes is detrimental to himself/herself or the company, the employee should
follow the procedure described here for bringing the complaint to management's attention.
a. Discussion of the problem with the immediate supervisor is encouraged as a first

step. If the employee does not believe a discussion with the supervisor is
appropriate, he/she should proceed directly to Step b.
b. If the problem is not resolved after discussion with the supervisor or if the
employee thinks a discussion with the supervisor is inappropriate, the employee
is then encouraged to request a meeting with their manager’s manager. If the
employee does not believe a discussion with this person is appropriate, or
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if the employee is not satisfied with the actions taken to resolve the grievance,
then you should proceed to Step c.
c. The employee is then encouraged to request a meeting with their HCM
Department. If the employee is not satisfied with the actions taken to resolve the
grievance, then you should proceed to Step d.
d. You may then bring the matter to the attention of the Director of Human Capital
Management or GM Operations or AVP. They will conduct an investigation,
consider the facts and may bring the matter to the attention of Perficient’s most
senior management. You will normally receive a response regarding the problem
within five working days of meeting with the Director of Human Capital
Management or GM if appropriate.
If you are not satisfied with the decision and wish to pursue the matter further, you may
prepare a written summary of the concerns and request that Perficient’s Senior
Management review the facts. After a full review of the facts (which may include a review
of the written summary of the problem, interviews with the people involved, and further
investigation if necessary), Senior Management will inform the employee of its decision,
usually within 15 working days. The decision of Perficient’s Senior Management will be
final.
Policy on Free Speech

It is the policy of Perficient to support and promote everyone’s right to express his or her
views and opinions about actions or ideas in which he or she has an interest, to associate
freely with others and to assemble peacefully.
In the interest of the organization, each employee must strive to ensure that respect is
granted to all coworkers. Diversity is embraced at Perficient to augment the capabilities
of the organization and add value to the organization’s wealth of knowledge and
resources. The ability to offer one’s input in the form of free speech enhances and extends
beyond the products and services we offer our clients.
It is important to remember that free speech does not give employees the right to infringe
upon other rights and policies, such as Anti-Harassment, Business Ethics and Conduct,
Equal Employment Opportunity, etc.
We expect all employees to act professionally on the job, and to refrain from behavior,
on and off the job, that could adversely impact the employer’s reputation or mission.
Perficient Collaboration Tools

With the explosion of several online tools that allow users to easily and readily share
informationof all sorts, the potential for misuse also increases. Collaborative technologies
can include WIKI, Quick Place, eRoom and several other tools. Each technology allows
users to easily post web content and documents to an accessible web site. While
technology cannot and should not provide all controls on a site, it can be used to create
baseline controls, such as: enforced taxonomy at the high levels, administrator access for
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all communities, and security models. The nature of a collaborative model assumes that
multiple users contribute to and consume content. Because of this, Perficient will use
technology to constrain the sites only where necessary to comply with the law. This implies
that users must employ a self- governance model. In other words, with greater flexibility
comes a greater responsibility on colleagues to make good decisions on what content they
publish.
No policy can cover all scenarios in regards to appropriate usage. Perficient colleagues
shoulduse sound judgment and common sense when posting content. Content should
never be posted if the purpose is not for business related knowledge management.
Content of a personal natureis strictly prohibited. Examples are content that is strictly
prohibited are as follows: anythingwith a religious or personal connotation, any content
that has the effect of unreasonablyinterfering with another colleague’s ability to effectively
perform their job, comments regarding stocks and other investments, links to
inappropriate sites, comments or criticism of a personal nature regarding coworkers,
management, colleagues, clients etc.
Collaborative technologies can act as an empowering tool that can enable employees to
become more effective in their work. Perficient intends that all employees have the
capability to leveragethese technologies but however, with more capability, comes more
responsibility. Each Perficientcolleagues must use common sense and sound professional
judgment as to how to effectively and responsibly use the technology.
EMPLOYMENT
Appointment
Your appointment is based on your performance in the recruitment process of our

Company. Your appointment is subject to the terms and conditions mentioned in the Offer
Letter given to you. You need to give your acceptance by signing and returning the
duplicate copy of the Offer Letter to the HR department. Your Signing the offer Letter
implies that you agree to the terms and conditions mentioned in the Offer Letter.
Employment Reference and Background Check
It is important for Perficient to ensure that individuals employed at Perficient are well
qualified and have a strong potential to be productive and successful. Therefore, it is a
condition of employment that all candidates successfully pass (to the satisfaction of the
Hiring Manager, Director of Human Capital Management and the General Manager) a
background check which includes but is not limited to the following: Identification
verification, Highest Education Verification, Employment Verification – 7 years, Criminal
Check, Identity Check etc. In addition, Perficient reserves the right to require a
comprehensive drug screen.
Perficient clients often request our employees to submit to additional background

screening after hire, it is important the HCM department be notified of any material
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changes that could show up on a background screen. If material changes to your
background occur, it is your responsibility to notify the Director of Human Capital
Management immediately. An example of this is a conviction that occurs a year after your
original hire date.
Employment Applications
Perficient relies upon the accuracy of information contained in the employment application,
as well as the accuracy of other data presented throughout the hiring process and
employment. Any misrepresentations, falsifications, or material omissions in any of this
information or data may result in Perficient's exclusion of the individual from further
consideration for employment or, if the person has been hired, immediate termination of
employment.
Joining Formalities:
At the time of joining, you are requested to bring the following original certificates along
with two sets of copies (A4 size only). These documents are also essential to obtain a Visa
when you may be required in the future to go abroad on business/ work. So, it would be
in your interest to ensure that they are all in place at the time of joining the organization.
a) Signed Copy of Offer letter.
b) Degree / Provisional / Course completion Certificate of all College /
Universityqualifications.
c) Mark sheets of all College / University qualifications (all semesters)
d) Certificates & Mark sheets of 10th & 12th classes
e) 3 passport size photographs
f) Copy of your passport (if you don’t have a passport, kindly apply, since it
would be to your advantage to have one at the time of joining) -
Optional
g) Experience and Relieving letter (in case you are already employed)
h) Latest 3 months Pay Slip and Form 16 (if already employed)
i) ID Proof – Aadhar Card/ DL
j) PAN card copy
All the above documents will be kept in Employee’s Permanent Personnel File along with
the New Employee Joining Form in Perficient Hub.
In addition to the above requirements salary account with the Perficient preferred Bank
needs to be opened for crediting your Salary. The formalities to open a bank account can
be discussed with the Finance/HR department.
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Work Schedule
The standard workweek schedule is five days per week, eight hours a day and depending
on the work regimen the employee is expected to work overtime.
The Company also has a Flexible Work Schedule. Wherein employees have the option to
choose a variable work schedule that allows the employees to choose a daily work
schedule and meal period which is most compatible with the company requirements as
well as their personal needs, the employee and the supervisor shall agree upon in advance
of such variable work schedule to be followed, consistent with the needs of the company.
The change in schedule, shall be required to be communicated to the HCM Department.
The following general rules apply to the Flexible Work Schedule:
 An employee, who arrives later than scheduled time, may be permitted to

make up the deficit by working that much longer at the end of the workday
per the work needs of the Company. Otherwise, the tardiness shall be
charged to the appropriate leave category.
 Supervisors shall take appropriate action to correct any abuse or misuse of
this privilege which may include deductions from employee’s pay
 If an employee reports to work early, the employee may, with the
supervisor’s permission, begin work at that time and leave at a correspondingly
early hour.
 If employee leaves work early without permission, the time shall be deducted
from the employee’s pay or may be charged to the appropriate leave account
if justified.
Vehicle Parking
Perficient India does not guarantee availability of parking slots for two wheelers and four
wheelers. Two-wheeler slots may be used on a first come first serve basis, in the event
Perficient parking lot is full Employees are prohibited from parking in other company slots
nor in visitor slots and that they should arrange for alternate parking at their own cost.
Four- wheeler slots are allotted only to specific employees on organizational role seniority
basis by HCM. All vehicles parked in Perficient Parking slots must display the Perficient
sticker in their vehicle’s, building security has been instructed to remove vehicles parked
in Perficient slots without Perficient stickers.
Work Behavior
It is essential that all employees accept personal responsibility for maintaining high
standards of conduct and job performance, including observance of the Company rules
and policies. Violations of these standards will result in disciplinary action. Disciplinary
action is considered a dimension of performance evaluation. It is a corrective process to
help employees overcome work-related shortcomings, strengthen work performance, and
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achieve success.
Performance Reviews
Performance management is an integral part of any organization and adds value only if it
gets executed properly in collaboration with management and employees. For proper
execution, everyone needs to be aware of the process, its objective and expected
outcome. Hence the intention of this document is to make everyone aware of the process.
Definition: “Performance appraisal is a systematic evaluation of individual with
respect to his/her performance on the job and his/her potential for development.”
Objective: “To improve performance and create the most success for everyone, from the
stakeholders’ right down to the backbone of organization, the employees.”
Approach of Performance Review:
1. The performance of each employee is assessed against the Key Competencies
mentioned in the appraisal form.
2. Colleagues are required to doing introspect on their performance and assess
themselves by a system of self-rating.
3. Primary Reviewer is required to enable colleagues to understand their strengths
and areas of improvement. of Goal setting, reviewing the accomplishment of the
past goals are to be a part of the performance review.
4. Annual reviews occur in the first month of colleague’s anniversary quarter; Semi-
Annual reviews occur 6 months before and after your annual review
 If anniversary date is in Q1; Q3 Semi-Annual / Q1 Annual
5. A colleague employed with Perficient > 2 months are eligible for review
6. Billable colleagues have Semi-Annual & Annual Reviews.
7. Non billable colleagues only have Annual Reviews in the 1st month on their
Anniversary Quarters.
8. Directors, Director equivalent, GMs and VPs have Annual reviews
Day-to-day interaction between you and your manager should give you a sense of how
your manager perceives your performance. Perficient provides several types of reviews to
facilitate formal performance feedback:
• Annual Performance Review- this is conducted every year on or near
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your anniversary date. The primary reason for this performance reviews
is to identify and discuss your strengths and areas needing improvement,
as well as to discuss your interests and future goals. Upward feedback is
highly encouraged at Perficient, Perficient India follows a Goal setting
process where a performance is rated based on your performance in each
Project, Utilization, Organizational / Practice Area, Professional and
General Goal. The goal review is done once in every 6 months and based
on the rating Annual performance review rating is finalized on your
anniversary date.
• Performance Improvement Plan- Employees who are not performing

at the expected level will be put under Performance Improvement Plan to
work with the concerned employee so as they understand the expectation
of the job and to work with them to improve their performance to a
satisfactory level. Perficient values employees that care about their
performance and seek performance feedback. Employees are given the
Performance Improvement Plan to as a tool to better understand their
manager’s perception of their performance, and to also establish goals to
maximize future performance. During the period of PIP the employee will
be monitored to assess if goals set out in the plan are being achieved.
appropriate improvement is being. If the expected outcome is not
achieved / improvements attained, more formal action may be initiated
under the relevant procedure.
Employees should work in conjunction with their managers to ensure that reviews are
completed as needed. There are no guarantees of salary increases made in conjunction
with annual or project reviews.
Internal Promotion Policy
Depending on business need we seek outside recruitment to fill vacancies above entry
level but Perficient will always strive to promote from within when there are current
employees with the necessary qualifications and abilities. All employees are encouraged
to seek advancement opportunities with their reporting manger career counselor.
Employees are normally chosen for promotion based on attendance and work records,
performance appraisals, past performance, business need, and other job-related
qualifications. The internal promotion policy is consistent with Perficient’s Equal
Opportunity Policy Statement.
Transfers between Business Units
Occasionally employees will transfer from one business unit to another. To facilitate this,
both General Managers and the c o n c e r n e d employee must come to an agreement
about the terms of the transfer. If the transfer is acceptable to all parties, then the
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General Manager of the receiving business unit must notify the HCM department to
facilitate the transfer process upon approval of AVP. Usually transfers will be effective
from the 1st of the month.
Compensation Reviews
Wage and salary increases are based solely on merit, not length-of-service or increases
or decreases in the cost-of-living. Having your compensation reviewed does not
necessarily mean that you will be given an increase. Any wage or salary change will appear
in the next pay period after the dates they are established. Please note that your
management views compensation information as confidential information. We encourage
you to discuss any compensation concerns or issues with the HCM department. Each
Perficient employee possesses a unique set of skills, abilities, education and experiences,
which make it difficult for any individual employee to compare him or herself with their
colleagues. Please remember that discussing your compensation or that of other
employees is inappropriate and could be cause for disciplinary action, up to and including
termination.
Employee and Client Entertainment
On occasion, it is appropriate and encouraged to entertain clients, candidates, partners,

or fellowcolleagues outside of Perficient offices. Employees should strive to be sensitive
to the potential beliefs and interests of others and entertain at venues that are inclusive
to all parties. Certain adult venues that could be considered unprofessional and/or
exclusionary (including but not limited to strip clubs and casinos) are inappropriate and
should be avoided. Entertaining at othervenues that could have the effect of excluding
certain groups based on a protected class is strictly prohibited. Other behavior that could
be construed as “excessive” (such as excessive drinking) is also inappropriate and
discouraged. Expenses incurred while entertaining at prohibited venues and/or that could
be considered excessive, are not reimbursable by Perficient and could be grounds for
disciplinary action, up to and including termination.
Access to Personnel Files
Perficient maintains a personnel file on each employee. The personnel file includes such
information as the employee's job application, resume, records or training, documentation
of performance appraisals and salary increases, and other employment related materials.
Personnel files are the sole property of Perficient, and access to the information they
contain is restricted. Generally, management personnel and HCM representatives of
Perficient who have a legitimate business reason to review information in a file can do so.
Active employees who wish to review their own file should contact the HCM Department.
With reasonable notice, employees may review their own files in Perficient's offices and in
the presence of an individual appointed by Perficient to maintain the files. Former
employees are not entitled to access.
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To keep necessary Perficient records up to date, it is extremely important that you notify
Perficient's HCM Department of any changes in:
 Name and/or marital status

 Address and/or telephone number
 Number of eligible dependents
 Person to contact in an emergency
Additional information such as the furthering of your education or other professional

and/or personal achievements should be submitted to your supervisor or the HCM
department for inclusion in your personnel records. This information is especially helpful
to Perficient in maintaining the current skills inventory of our employees.
ABOUT MY PAY
Payment of Wages
Your compensation is an important part of the rewards you earn as a contributing member
of Perficient's team. You are guaranteed your base pay only and only for days that you
work. Any compensation plans that pay above and beyond your base pay (i.e. variable
compensation such as bonuses and commissions) are considered discretionary and
subject to be reviewed and amended as necessary from time to time by Perficient
management. The decision to award variable compensation is based on several factors,
including but not limited to: company/business unit/individual performance and projected
future pipeline. Perficient is under no obligation to pay variable compensation, and all
decisions to award variable compensation are at management’s discretion. In addition, to
receive variable compensation, you must be an active employee in good standing when
the variable compensation is scheduled to be paid out.
Salary is processed monthly. If the normal payday falls on a Perficient-recognized holiday

or a weekend, salary will be processed one workday prior to the normal payday. Incase if
the joining date is after 22nd of the month and/or if the salary account opening is still in
process your salary will be credited to your alternate bank account until Perficient’ Salary
account is activated. The Alternate Bank account details should be sent to the respective
Finance team pertaining to their respective work location / business unit association.
Referral Bonuses
All Perficient Employees, except for:

 HCM, Corporate Talent Acquisition Members, Officers, Finance and other operation
team members, General Managers andDirectors.
 Managers and Business Development Executives with hiring or direct supervisory
authority over the referred candidate. Direct supervisory authority refers to either
a long- term supervisor relationship or an immediate project
supervisor/subordinate relationship.
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 Referrals of relatives are not eligible for the referral bonus. Relatives are defined
as the following: spouse, spousal equivalents, parents, grandparents, brothers,
sisters, children, grandchildren, aunts, uncles, nephews, nieces, and relatives by
marriage (in-laws).
 The employee will not be eligible for the referral bonus if he / she or the employee
referred are serving the notice period
 The referral bonus is not applicable for any re-hires.
Candidate Eligibility
 A referral bonus is paid only for candidates applying to consulting/billable positions,
excluding all Backoffice positions.
 A referral bonus is not paid for candidates applying to Intern positions.
 Temporary employees, Interns and former employees of Perficient are not eligible
for Referral Bonus. All candidates will be evaluated for employment consistent with
Perficient policies and procedures.
 All information regarding the hiring decision will remain strictly confidential.
Guidelines: Please refer Referral Bonus Policy for more details.
Payment
All referral bonus payments will be paid on the next month paycheck following the 180-
day anniversary of the referred employee at Perficient. The referring employee must still
be employed by Perficient during the hired candidate’s first 180 days of employment to
receive payment. This employee referral bonus plan is subject to change at any time;
however, paymentof the bonus will be made under the bonus plan in effect at the time of
candidate submission. Management may, at its discretion, offer higher or lower referral
bonuses for certain positions or offer rewards in lieu of referral bonus.
Loyalty Bonus
Loyalty Bonus will be paid on the 13 month payroll subject to completion of 12 months
th
of consecutive service in the given anniversary year. Employees will have to be in active
service in the month the loyalty bonus is being processed that is the 13 th month. Please
check with respective BU HCM department for payout process.
Overtime Pay
All overtime work for non-exempt employees must be approved by your supervisor or
another designated manager before the overtime work begins. You are responsible for
recording your own hours on a timely basis that are subject to review and approval.
Exempt employees that are billing at a client site may be required to get overtime
approved before the work begins.
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Deductions from Pay checks
All applicable taxes and statutory recovery will be deducted automatically from paychecks.
It is a shared responsibility between Payroll and each employee to ensure that their taxes
accurately reflect their withholding forms. If Payroll does not receive the correct
withholding forms, they will withhold tax amount required by law. Additionally, if an
employee has any additional tax liabilities Perficient will accommodate the setup of these
taxes for withholding. It is the employee’s responsibility to communicate these additional
tax liabilities to the Payroll Department in a timely manner.
By signing up for benefits, employees are authorizing voluntary deductions from

paychecks, for example, premium payments for health insurance. Perficient complies with
regulations when calculating taxes due on fringe benefits or imputed income. It is a shared
responsibility of both the employee and the HCM department to ensure that voluntary
deductions are made correctly. No other deductions will be made unless required or
allowed by law, contract, or employee authorization. Employees may elect to have
additional voluntary deductions taken from their pay only if they authorize the deduction
in writing. Employees should always review their payslip to ensure they understand what
deductions are made. Responsibility to review your payslip for proper deductions belongs
solely to the employee.
Travel and Expense Policy
Most travel in our day-to-day business requires consultants to travel to a customer site.
Perficient’s philosophy regarding travel is that employees should not incur incremental
expenses while traveling on behalf of Perficient. The associated perks and benefits that
result from business travel are considered a small token of appreciation for traveling on
Perficient’s behalf. Perficient has a separate document detailing all travel and expense
policy and procedures.
Training/Certification Reimbursement Procedure

The cost to take an exam to become professionally certified is reimbursable for Perficient
employees, if it is job related, subject to the pre-approvals required for non-billable
expenses. The expense type ‘Training – Testing Fee/Certification’ should be used. One
should note the pre-approvals are subjected to Management discretion; refer, Employee
Training Certification Procedure. Under the Training/Certification Reimbursement one
needs to follow the below mentioned guidelines:
1. Preapproval from Management is required hence employee has to fill up and submit a
Training/Certification form (please contact HCM Department for the form) for undergoing
any Training/Certification.
2. Post the preapproval, the Training/Certification form needs to be submitted to the HCM
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Department for official record. The concerned employee then needs to undergo the
Training/Certification within the agreed time period. Beyond this timeline, the approval
will not be valid.
3. Also for the Reimbursement to be processed, employee will require the approval from
Management in the preapproved Training Reimbursement Form which he/she will need to
collect from the HCM department and resubmit back with the necessary approval & details
for processing of the amount.
4. All copies of documents related to the Training/Certification will be required to be
attached with the Training/Certification reimbursement form and submitted to HCM
Department. Note: During his/her tenure with the Company if the employee has
completed any Training or Certification on the expense of the Company, he/she shall not
leave the Company within one year of any such Training or Certification. If the employee
decides to leave the Company within one year of such Training or Certification, the
employee will be liable to reimburse Company for expenses/reimbursement incurred in
Training or Certification of the employee. Also, additional documentation and proofs may
be required for final process of the Training / Certification Fee
Equity Based Awards

Equity based awards are granted only with the approval of the Compensation Committee.
Medical Benefits
Perficient offers group health insurance policy, for all full-time employees, towards
hospitalization. The amount of coverage will depend on the title and the years of service.
Employee on his/her discretion can enroll dependents (Spouse + 2 children + Employees
Parents), applicable deduction will be made in each month payroll towards the coverage
for each dependent enrolled. Participation in the Group Mediclaim Policy for Dependents
is not compulsory and is solely the choice of the Employee. Please refer Medical Insurance
Manual or contact HCM Department for more details.
Group Personal Accident Insurance is also covered along with Group Mediclaim for full-
time employee based on the nature of Injury. Please reach out to HR if you need further
information about the policies and the deductions. Please refer Employee Benefit Manual
for coverage details.
Group Term Life Insurance (GTLI): Each employee of Perficient India will be covered under
Group term life insurance. In the unfortunate event of death on account of either accidents
or natural causes your surviving family members would be eligible for an insurance cover.
On account of any of these circumstances Employee’s dependent will get twice the amount
of the employee CTC as compensation. Under Group Term Life Insurance employees are
also covered under Total and Partial Permanent Disability Benefit and Critical Illness
Benefit
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ON THE JOB
Dress Code Policy

Dress is an integral aspect of an individual's personality and is considerably
influenced by Context and occasion. The Perficient Dress Code Policy intends to ensure
that you demonstrate the professional character of the company by the way you present
yourself at work, and in a way, that allows you to maintain your credibility and
professionalism.
Guidelines
You can dress in office casuals throughout the workweek. However, on certain occasions
you willbe required to dress formally. Employees in sales / client facing roles are required
to be dressed in formal attire. Employees while at client site are required to adhere to the
dress code specified by the client. In all respects, office decorum AND decency must be
maintained.
Here is an indicative list of what is considered appropriate and not appropriate for MALE
employees
Appropriate Dressing
* Shirts: Formal half or full sleeve shirt (collared and tucked in), collared T- shirt.
* Jeans, formal trousers, cotton, corduroy, khaki trousers.
* Formal or sports shoes (closed) or a sneaker which goes well with the attire
* Business suit or Blazer.
* Trousers, full or half sleeves shirt.
* Plain color or striped shirt is preferred over heavily checked shirts.
* Tie.
* Leather black or brown Belt with a decent looking buckle that goes well with the attire.
* Well-polished Closed leather black or brown shoes with socks.
Inappropriate Dressing
* T-Shirts without Collar / Round neck T-Shirts with Casual Images / Motifs
* Oversized/ unshapely shirts/T-shirts
* Short Kurtas
* Shorts
* Worn Out/ Torn jeans /Sandblasted Jeans/Jeans with flashy patterns/ Patches
* Casual home wear slippers / Floaters/Flip flops
* Bright and Flowery shirts with casual images/ motifs
* Track pants
Here is an indicative list of what is considered appropriate and not appropriate for
WOMEN employees
Appropriate Dressing
* Shirts: Cotton shirts, collared T-shirt, tops with closed neck lines.
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* Skirts below knee length (plain or stripes)
* Sari / Salwar suit.
* Formal shoes, sports shoes, sandal or a sneaker which goes well with the attire.
* Dresses/tops/T-shirts with sleeves. No sleeveless allowed during working days.
* Accessories such as jewelry must be simple and not flashy.
* Jeans, formal trousers, cotton, corduroy, khaki trousers.
* Business suit or Blazer.
* Plain or stripe trousers/skirts below knee length.
* Shirts: Cotton shirts, collared T-shirt, tops with closed neck lines.
* Indian wear - Sari or Salwar suit.
* Scarf, cardigan.
* Formal shoes/sandals.
Inappropriate Dressing
* Slippers (Hawaii) /Casual home wear slippers / Floaters/ Flip flops
* Clothes those are inappropriate/ revealing
* Shorts
* Worn Out Jeans / Sandblasted Jeans / Jeans with Flashy Patterns / Patches
* Wrap-Around Skirts / Gathered Skirts
* Track pants
* Bright and flowery shirts with casual images/ motifs
* Strong perfumes and deodorants are not encouraged, as some people may be allergic to
certain fragrance.
* Large size and flashy jewelry or any such accessory should be avoided.
Tips for a Professional look:
 Ensure that you look well-groomed, clean, polished and smart. Wear the right
colors thatblend in - avoid colors that are too bright / gaudy.
 Differentiate between clothes to work and clothes elsewhere.
 Make sure that your dress does not hinder your working style.
 Know the kind of work of workplace you are in and dress to feel confident and
Comfortable.
Flexible Work Arrangements

Perficient considers telecommuting, compressed work weeks, and flexible work schedules
to be a viable alternative work arrangement in cases where individual employees and/or
clients are best suited to such an arrangement. These voluntary work arrangements
may be more appropriate for some employees and some jobs, and must have supervisor
approval prior to their commencement. They may be either informal, short term, and
intermittent, or continual and permanent. They are not entitlements, companywide
benefits, and in no way, change the term and condition of employment with Perficient.
The stipulations of each voluntary work arrangements are private agreements between
a supervisor and their subordinate and shouldbe treated as such.
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Consistent with Perficient’s expectations of information security for employees working at
a Perficient office, telecommuting employees will be expected to ensure the protection of
proprietary company and customer information accessible off-site. Steps include, but are
not limited to, use of locked file cabinets, secure wireless connections, regular
password
maintenance, protection of external hard drives and equipment, and any other steps
appropriatefor the job and the environment.
Telecommuting employees who are not exempt from the overtime requirements of the
need toensure they are following the same schedule as if they were working in their
respective offices.Hours worked more than those specified per day and per work
week will require the advanceapproval of the supervisor. These employees should
ensure they are accurately recording theirtime worked, so that Perficient can pay
them accordingly. While it might be convenient toperform “minimal” tasks, such as
checking email or voicemail, outside of the pre-determined Work schedule, these
activities are not permitted outside of assigned working hours.
Maintenance of Rental Property and Lodging

It is the responsibility of each employee to maintain any rental property or lodging (such
as automobiles or hotel rooms) that is rented under Perficient’s name and to ensure its
proper use. If an employee loses or damages the property and if the neglect is determined
to be gross, Perficient will expect reimbursement for part or all the replacement or repair
cost.
Reporting Time
Accurately reporting specific time worked and paid time off is the responsibility of every
employee. Perficient must keep an accurate record of time worked to accurately
calculate pay for non-exempt employees and to accurately bill clients for billable
employees, as well as for accurate paid time off accruals and usages.
It is the employee’s responsibility, regardless of status, to ensure the accuracy and weekly
reporting of all time recorded, including time worked and paid time off, in both EBS and
any client time keeping systems. Employees must report time worked accurately, even if
instructed by a supervisor or manager to the contrary. If this occurs, please advise the
HCM department.
All time must be entered and approved in the EBS no later than 2 business days following
the last day of a time record.
 Exempt billable employees are responsible for reporting time accurately and
consistently so that both EBS time card and time submitted to the client match.
 Exempt employees that are not considered billable must enter their time worked in
Perficient’s time keeping system, but it is not necessary to enter any hours worked
outside of a normal 8 hour, 5-day workweek (unless necessary for accurate capture
of specific project time).
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
 Non-exempt employees should accurately report time worked and should not
conduct excessive personal business while on the clock.

Supervisors and managers will review and approve time records before approval and
submission. In the event of an error in reporting time, employees must immediately
report the problem to their supervisor.
Occasionally, employees approve their own time in the time-keeping system. This is an
honor system. Employees in this situation should treat their own time as they would their
subordinates. All policies and procedures regarding time keeping and approval still apply.
Altering, falsifying, or tampering with time records will be considered time theft and dealt
with accordingly. It is fraudulent to inaccurately report time worked and paid time off.
Reporting inaccurate time may be cause for disciplinary action up to and including
termination of employment with Perficient, as well as legal action if warranted.
It is our policy and practice to accurately compensate employees and to do so in

compliance withall applicable state and federal laws. To ensure that you are paid
properly for all time workedand that no improper deductions are made, you must record
correctly all work time and review your paychecks promptly to identify and to report all
errors. You also must not engage in off- the-clock or unrecorded work.
We make every effort to ensure our employees are paid correctly. Occasionally, however,
inadvertent mistakes can happen. When mistakes do happen, and are called to our
attention, wepromptly will make any correction that is necessary. Please review your pay
stub when you receive it to make sure it is correct. If you believe mistakes has occurred
or if you have a question about your paycheck, please contact the Payroll or the HCM
Department.
Non-Solicitation Policy
To prevent disruption of operations and maintain a productive work environment,

solicitation anddistribution of literature will be limited as follows:
 Employees may not solicit other employees for any purposes during the
employee’s
working time.
 Employees may not distribute literature at any time, for any purpose, in working
areas or during working time
 Persons who are not employed by the company may not solicit or distribute
literature on company property at any time, for any purpose.
 Loitering in the buildings and work areas before or after work hours is not
permitted.
“Working Time” means any time an employee is expected to be working. Working time
does not include lunch hours, breaks, or rest periods, before and after work schedule, and
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other times when employees are not expected to be working.
“Working Areas” are areas of company property where work normally occurs which
includes butis not limited to, hallways, lobbies, conference rooms, offices, and cubicles.
“Non-working Time” includes lunch hours, before and after work schedule, and other
times
when employees are not expected to be working.
“Company Property” means all buildings, offices, facilities, grounds, parking lots, places
and vehicles owned, leased or managed by Perficient, its subsidiaries or affiliated
companies, or any such areas where the Company has exclusory interests.
This policy does not prohibit the distribution of company literature.
Bulletin boards (including electronic bulletin boards such as the Perficient portal) have
special notices and important information you will want to know about. Items to be posted
on bulletin boards or anywhere on the premises must be submitted to management for
prior approval. We urge that you check the bulletin boards regularly for items of interest
to you.
Disciplinary action, up to and including termination, may result if an employee is found

to haveviolated this policy.
Personal Property
Personal property may be brought onto Perficient property, or that of our client, but
employees should refrain from bringing in items that are inappropriate for the workplace
or distracting to their employees. Employees are expected to exercise reasonable caution
when bringing personal items to work. Perficient will not be responsible for the loss,
damage, or theft of any personal property. Employees are also advised not to bring large
amounts of cash or very expensive personal items to work.
Investigating Workplace Conduct and Searches

To maintain security and protect against loss, Perficient reserves the right to randomly
inspect and search individuals and all personal property brought onto the company’s
property, including but not limited to: automobiles, purses, backpacks, briefcases, etc.
Searches will only beconducted if there is a legitimate business reason for the search and
at least two other Perficient employees are present. No one individual member of
management will be able to decide to search and the HCM department must be consulted
before any individual search. If an employee refuses to allow a search, it may be grounds
for disciplinary action up to and includingtermination. The decision to search an employee
or their property is not one that is made easily or taken lightly and it is stressed that
a search will only be conducted as a last resort. Inaddition, legal enforcement officers
may be called for extensive searches if deemed necessary.
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Company Property Policy
Equipment
The intent of this policy is to ensure that all property and supplies maintained by Perficient
are kept in the best possible working condition and to ensure proper utilization. Property
shall be defined as any piece of equipment, furnishing, vehicle, building or supply leased,
owned,donated or otherwise in the custodial care of Perficient or any person acting as its
agent.
It is the responsibility of each employee to ensure the proper use and maintenance of all
equipment. Should any employee have knowledge of misuse, he must notify his
supervisor immediately.
Any Perficient property issued to you, including, but not limited to, cell phones, PDAs,
laptop computers, etc. must be returned to Perficient at the time of your dismissal or
resignation, or whenever requested by your supervisor or manager. You are responsible
to pay for any lost or damaged items that result from your own negligence. The value of
any property issued and not returned will be considered stolen and may be deducted from
your paycheck. In addition, Perficient may employ local law enforcement to assist in the
return of any stolen property.
Office Supplies
Perficient maintains a stock of basic office supplies such as pens, paper clips, staples, note
pads,etc. used on a day-to day basis by employees.
All office supplies are for business use only and should not be removed from the office for
non- business use. This could be considered theft.
Maintenance of Offices
Office Decorations
Perficient believes that seasonal and personal decorations, where appropriate
accentuate a
professional and pleasant work environment. Employees are asked to respect other’s
beliefs
when considering office decorations, both in public areas and in their own workspaces.
Every effort should be made to avoid decorations that would be more likely to be viewed
as religious innature, rather than those reflecting secular traditions. Decorations should
be tasteful and limited as well as appropriate to office décor. Any decorations that are
viewed as offensive by reasonable standards or that are distracting to other employees
are prohibited.
Housekeeping
Employees are expected to keep their work areas clean and organized. Common areas
such as lunch rooms, lobbies and restrooms should be kept clean by those using them,
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which includes cleaning up after meals and disposing properly of trash and recyclables.
Employees are discouraged from posting paper and other items on the walls of work areas.
Whistle-blower Policy
The Whistleblower policy intends to cover serious concerns that could have grave impact
on the operations and performance of the business of the Company. The Company is
committed to adhere to the highest standards of ethical, moral and legal conduct of
business operations. To maintain these standards, the Company encourages its
employees who have concerns about suspected misconduct to come forward and express
these concerns without fear of punishment or unfair treatment. This policy aims to provide
an avenue for employees to raise concerns on any violations of legal or regulatory
requirements, incorrect or misrepresentation of any financial statements and reports, etc.
This Policy implies to all Employees working under Perficient India Pvt. Ltd., including
employees working in probation period or notice period or employees under corrective
action. The policy neither releases employees from their duty of confidentiality in the
course of their work, nor is it a route for taking up a grievance about a personal situation.
Policy Guidelines:
1. A whistleblower, as defined by this policy, is an employee of Perficient who reports
an activity that he/she considers being illegal or dishonest to one or more of the
parties specified in this policy.
2. The whistleblower is not responsible for investigating the activity or for determining
fault or corrective measures; appropriate management officials are charged with
these responsibilities.
3. Please report any incidents using our web reporting system by visiting the following
website: Ethics & Compliance Reporting Portal
Examples of illegal or dishonest activities that would be reported:
 Management is not complying with the Code of Ethics by being untruthful in
regards to the progress of a specific engagement, the time being reported to the
client, a contractor’s credentials, etc.
 Questionable actions are being taken to obtain a certain level of revenue.
 Confidentiality standards are not being adhered to or are being ignored.
 An employee is given more attention (or less) or not punished as severely (or more
severely) as another because of that person’s gender, nationality, religious beliefs,
or skill level.
 Fraudulent time and/or expenses are being submitted.
4. If an employee has knowledge of or a concern of illegal or dishonest fraudulent
activity, the employee is to contact his/her immediate supervisor or the HCM
Department or can also report incidents using our web reporting system by visiting
the following website: Ethics & Compliance Reporting Portal
5. The employee must exercise sound judgment to avoid baseless allegations.
6. An employee who intentionally files a false report of wrongdoing will be subject to
discipline up to and including termination.
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7. In addition, Perficient has an anonymous toll-free hotline 1-800-461-9330 where
employees can report concerns.
8. A specially trained interviewer that is not a Perficient employee will obtain and
document the necessary details of your concern.
9. The phone number and website to report instances is available on Perficient
Connect
10.Whistleblower protections are provided in two important areas -- confidentiality and
against retaliation. Insofar as possible, the confidentiality of the whistleblower will
be maintained.
11.However, identity may have to be disclosed to conduct a thorough investigation, to
comply with the law and to provide accused individuals their legal rights of
defense. Perficient will notretaliate against a whistleblower.
12.This includes, but is not limited to, protection from retaliationin the form of an
adverse employment action such as termination, compensation decreases,poor
work assignments, or threats of physical harm.
13.Any whistleblower who believes he/she is being retaliated against must contact the
HCM Department immediately or can also report incidents using our web
reporting system by visiting the following website: Ethics & Compliance Reporting
Portal
14.The right of a whistleblower for protection against retaliation does not include
immunity for any personal wrongdoing that is alleged and investigated.
15.All reports of illegal and dishonest activities will be promptly investigated.
Dating and Cohabitation Policy

In a workplace, as diverse as Perficient, it is not uncommon for employees to date or
develop significant relationships and/or live with other employees. However, an employee
who is dating or involved or living with another employee will be prohibited from:
 Supervising that employee; and/or
 Making decisions or recommendations for raises promotions, discipline,
assignments or transfers for that employee.
In addition, all employees who hold managerial or higher positions are prohibited from
dating or establishing a live-in relationship with employees within departments for which
they have a responsibility, regardless of whether there is a direct supervisory relationship.
Employees who violate this policy will be subject to immediate discipline, up to and
including termination. Unless one employee has been previously disciplined for similar
infractions under this policy, both employees involved will receive the same type of
discipline, regardless of their position at Perficient.
If an employee is to be transferred into a department which would result in a violation of

this policy, both employees involved must report the relationship to the HCM department
before the transfer occurs. Failure to provide this information will be considered willful
misrepresentation. the HCM department will determine whether alternative
arrangements can be made for the transferring employee.
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In addition to these prohibitions, employees are reminded that harassment in the
workplace will not be tolerated. Any complaints relating to a dating relationship or
unwanted advances, which an employee believes to be harassing, should be reported to
the HCM department for immediate investigation.
EMPLOYMENT OF RELATIVES
Perficient seeks to foster an environment where people are treated with respect and trust.
Employment of family members may be problematic because such situations can create
aconflict of interest, an appearance of favoritism, and increased potential for a hostile
work environment. Due to these concerns, Perficient is sensitive to circumstances in which
relatives ofemployees might be hired, transferred, or promoted to positions where one
relative might have influence over any of the following: a relative's employment,
performance review, salary administration, promotion, or other employment-related
decisions. Further, employment of relatives in the same department is generally
discouraged.
If a relationship develops during employment that would violate this policy, Perficient will
work with the individuals involved to resolve the situation. In all cases, the needs of
Perficient determine the resolution. Decisions pertaining to relatives working within the
same department or holding positions which would place them in a direct or indirect
manager/subordinate relationship shall be reviewed and approved in advance by the CFO.
The appropriate manager or supervisor will decide the temporary employment of relatives
on a case-by-case basis.
Perficient requires full disclosure of any relationship at the time of employment or at any
time that it occurs during employment. Relationships covered by this policy include:
spouse, spousal equivalents, parents, grandparents, brothers, sisters, children,
grandchildren, aunts, uncles, nephews, nieces, and relatives by marriage (in-laws).
HEALTH & SAFETY
Safety
Perficient is constantly working to maintain safe working conditions and safe equipment
for all employees. Of course, Perficient cannot meet its safety goal without your help, and
we ask that you always be aware of safety considerations. Work related accidents that
result even in slight injury should be reported to your supervisor and Perficient’s HCM
Department as soon as possible.
The HCM and Operations(Admin) department shall coordinate all safety activities along with
Emergency Response Team (ERT) members including:
 Establishing procedure for promoting safe working conditions.

 Conducting any safety meetings and training programs.
 Investigating accidents and recommending measures to eliminate safety and health
hazards.
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 Working in conjunction with government authorities including occupational safety
and health agencies, our insurance carriers’ risk managers and the Workers’
Compensation carrier.
Executives, department heads and supervisors are responsible for:

 Incorporating safe working practices and good housekeeping into the day-to-day
activitiesof their departments.
 Acting when necessary to correct and prevent hazards.
 Ensuring that all employees know to whom to report a safety or health risk.
 Reporting any safety issues to the HCM Department.
Medical Issues
All employees are required to report to their jobs in appropriate mental and physical
condition, ready to work. If an employee may be impaired because of taking medication
per a doctor’s prescription, he or she is expected to discuss it with the supervisor before
commencing workthat day.
Employees who have an alcohol/drug abuse problem are encouraged to seek treatment.
When work performance is affected, the use of a treatment program does not preclude
appropriate action by Perficient.
Accidents and Injuries
 Any employee who suffers any work-related injury must undergo a medical
examination within 24 hours or face disciplinary action which can include
termination.
 Employees who suffer work-related injuries or illnesses on the job must report them
immediately to their supervisors. If there is no on-site supervisor, they should
contact Perficient’s HCM department. Following treatment for injury or illness, an
employee must complete a Worker’s Compensation Report as required and keep
medical appointments as scheduled. Employees must also return to work when
cleared by a physician. Employees returning must provide certification from a
physician indicating they will be able to work satisfactorily and safely. Employees
who fail to return to work after receiving medical clearance may be terminated.
 In certain cases, Perficient may offer modified duty on a temporary basis to
returning injured or sick employees. If Perficient elects to do so, and the employee
is cleared for modified duty, he or she must accept it or face discipline, up to and
including termination.
 In certain cases, Perficient may require an employee to submit to a drug and/or
alcohol test. If it is found that an employee was under the influence of illegal drugs
or alcohol at the time of the accident, the employee faces disciplinary action, up to
and including, termination.
Training and Education

All managers and supervisors should be alert to the need to provide training, education
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and motivational material to improve safety within their departments. the HCM
department is responsible for developing and providing necessary programs and training
materials.
Accident Reports
Supervisors will report all accidents within their teams or practices to Perficient’s HCM
Department, which will aid as necessary to investigate the accident, determine its cause,
and recommend and help implement preventive measures.
Facilities and Inspections

Perficient shall maintain its facilities to meet all applicable standards at Perficient office
about:
 First aid
 Fire extinguishers,
 Parking lots
 Heating, lighting, ventilation, air conditioning
 Electrical and plumbing installations
 Adequate restrooms
 Lighting and other environmental factors
 Biometric / Restricted Entry
 CCTV / Camera Monitoring
Perficient management will also immediately communicate any safety concerns to any
clients or
partners regarding the consultants’ jobsites.
Department heads and supervisors will conduct inspections of jobsites to prevent or
correct safety and health hazards. They will cooperate fully with inspectors from the
Perficient insurancecarriers’ risk managers and the Workers’ Compensation carrier.
Correcting Deficiencies
Any safety or health hazard discovered at any time, through any means, will be corrected
as soon and as effectively as possible.
Inclement Weather and Catastrophic Events

You should assume that Perficient is open for business unless you are informed otherwise.
In the event of severe weather, you may call the main phone line of your assigned
location. Initial evaluation will be at 7AM; however, weather is variable and conditions
may deteriorate rapidly which may require you to check again to ensure that Perficient's
operating status has not changed prior to leaving your home. If inclement weather
prevents your travel to a jobsite, please notify your supervisor and the client at the
earliest possible time. Employees that travelto a client site on a regular basis should be
prepared to work offsite if travel is delayed or cancelled due to inclement weather or other
emergencies.
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If you choose not to come to work because of weather conditions and Perficient or the
client site is open, you may elect to take a vacation or personal day to be paid for the
time you miss or take time off without pay. Absences due to bad weather are not
necessarily excused for purposes of our attendance guidelines unless, at our discretion,
you are informed otherwise. If you are excused from your office early because of
inclement weather, then you should be prepared to work remotely if possible.
A catastrophic event is one that affects a large area for a period and causes widespread
damage or anticipated damage that will impact either the area in which Perficient does
business or travel to a client site for a minimum of several days. These can be caused by
weather (hurricane, earthquake, blizzard, flood, etc.), by accident (fire, explosion,
radioactivity/chemical release, etc.) or an intentional act (such as terrorism). In such
cases, it is required that our employees obey the orders and recommendations of local
officials in choosing how to approach going to their job sites. The General Manager of the
affected SBU(s) will decide of an appropriate course of action based on information from
the proper authorities, actions to be taken by our clients, and referring with the COO. This
will be communicated to all affected employees as soon as possible. Employees should
assume Perficient is open for business unless informed otherwise, and do their best to
remain in contact with their SBU. Employees should make every effort to work remotely
if possible. However, the safety of our employees, their families, and their homes are
always paramount and every necessary step should be taken in this regard.
If Perficient, or the client site is open, or if the employee can work remotely and chooses
to take time off during this period, they may use their accumulated vacation or personal
time or takethe time off without pay. If Perficient, or the client site is not open, and
employees cannot work remotely, the COO and General Manager of the SBU(s) affected
will decide on the amount of time that is paid and will communicate that information to
all affected employees as soon as possible.
DRUGS AND ALCOHOL AT THE WORKPLACE

Perficient is committed to providing a drug-free work environment. Alcohol and drug use
are potential dangers to the security and welfare of employees and theirfamilies. Their
use can result in damage to personal health and loss of employee productivity.
For these reasons, it is important that this policy be followed. Although most employees
use good judgment about these matters, Perficient believes that a written policy is also
helpful.
The general provisions of the policy are as follows:
 Employees shall not report to work under the influence of alcohol, illegal drugs or
illegal controlled substances.
 The use, possession, transfer, sale or purchase of illegal drugs or illegal controlled
substances in any amount or in any manner on Perficient premises, or while on
Perficient business or in vehicles insured by Perficient is prohibited.
 Consumption of a moderate amount of alcohol is acceptable at certain business
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related social functions. However, Perficient expects colleagues to control and limit
their own consumption and that of others (when possible) to maintain a professional
demeanor, to ensure they do not become intoxicated, and to ensure they do not pose
a threat to the safety and general welfare of others.
 An employee may be required to submit to an alcohol/drug screen and/or search of
their desk, locker, cubicle, backpack, briefcase or any other part of their working
environment, if there is reasonable suspicion that this policy has been violated. A
reasonable suspicion may be based on the observation by a supervisor or a reliable
report of an employee or person.A screen and/or search may also occur immediately
following an accident that caused or could have caused bodily injury or major
property damage, or involvement in an accident ina Perficient-owned/leased vehicle.
Additionally, an employee may be tested for follow-up after drug/alcohol counseling
and/or treatment and rehabilitation. Should an employee refuse to submit to
alcohol/drug testing under any of the above circumstances, including providing
written consent, that employee will be subject to discipline up to and including
dismissal.
 Should an employee refuse to submit to alcohol/drug testing, refuse to provide
written consent, refuse to cooperate with the testing procedures, or delay the
testing process,under any of the above circumstances, that employee will be subject
to discipline up to and including dismissal.
 Any employee who is taking a drug or medication, whether prescribed by a physician,
that may affect their ability to perform work in a safe and productive manner, should
report such use to their supervisor. This includes drugs that are known or advertised
as possibly affecting judgment, coordination, or any of the senses, or cause
drowsiness or dizziness. Certain controlled substances are legal if prescribed by a
licensed health care practitioner. Employees who take any drug or medication that
could have a profound effect on their behavior must use only the recommended and
prescribed dosage.
 An employee who believes that he or she may have developed an addiction to, is
dependentupon, or has a problem with drugs or alcohol, legal or illegal, is encouraged
to seek help.
An employee who tests positive for the presence of alcohol or illegal drugs, or illegal
controlled substances above established cut off levels will be considered under the
influence for purposes of, and in violation of, this policy. A Medical Review Officer (MRO)
designated by Perficient’s drugtesting vendor will review any suspicious test results and
will discuss any possible legitimate reasons (such as a prescription) directly with the
employee. If there is no legitimate explanation for the positive test result, the MRO will
verify the result and it will be reported to Perficient listing the controlled substance for
which the individual tested positive.
An employee who is taking a controlled substance with a lawful prescription that places
restrictions on any daily activity (e.g., driving or operating machinery) should advise the
HCM department of the fact in advance of reporting to work.
If you are interested in learning more about the effects of drugs or alcohol or would like
to seek counseling in a drug/alcohol abuse program, contact your supervisor or the the
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HCM department. If work performance is adversely affected due to an alcohol or drug
problem, it may be necessary to request a Leave of Absence to seek the appropriate
treatment. Perficient has an Employee Assistance Program (EAP) that can provide
confidential advice and resources to those seeking treatment and colleagues are
encouraged to access it should the need arise.
Due to privacy concerns, Perficient confirms that drug testing results, counseling, and all
other matters relating to this policy will be treated confidentially.
WORKPLACE BEHAVIOUR AND CONDUCT
Workplace Violence Prevention Policy

Perficient is committed to preventing workplace violence and to maintaining a safe work
environment for our employees, contractors, clients, vendors, etc. We do not tolerate
any type of workplace violence committed by or against employees. Employees are
prohibited from making threats or engaging in violent activities.
Prohibited Conduct
This list of behaviors, while not inclusive, provides examples of conduct that is prohibited.
 Causing physical injury to another person;
 Making threatening remarks;
 Aggressive or hostile behavior that creates a reasonable fear of injury to
another personor subjects another individual to emotional distress;
 Intentionally damaging employer property or property of another employee;
 Possession of a weapon while on company property or while on company business;
 Committing acts motivated by, or related to, sexual harassment or domestic
violence
Reporting Procedures
All threats of (or actual) violence, both direct and indirect, should be reported as soon as
possible to your immediate supervisor, General Manager or the HCM department. This
includes threats by employees, as well as threats by clients, vendors, solicitors, or other
members of the public. When reporting a threat of violence, the employee should be as
specific and detailed as possible. All suspicious individuals or activities should also be
reported as soon as possible to a supervisor. Do not place yourself in peril. If you see or
hear a commotion or disturbance near your workstation, do not try to intercede or see
what is happening. Employees who confront or encounter an armed or dangerous person
should not attempt to challenge or disarm theindividual. Employees should remain calm,
make constant eye contact and talk to the individual. If a supervisor can be safely notified
of the need for assistance without endangering the safetyof the employee or others,
such notice should be given. Otherwise, cooperate and follow the instructions given.
Perficient will promptly and thoroughly investigate all reports of threats of (or actual)
violence and of suspicious individuals or activities. Reports or incidents warranting
confidentiality will be handled appropriately and information will be disclosed to others
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only on a need-to-know basis. To maintain workplace safety and the integrity of its
investigation, Perficient may suspend employees, either with or without pay, pending
investigation.
ANTI-SEXUAL HARASSMENT POLICY

Perficient India aims to promote a safe working environment and prohibits any form of
sexual harassment. Hence any act of sexual harassment or related retaliation against or
by any employee is unacceptable. This policy therefore, intends to prohibit such
occurrences and detailsprocedures to follow when an employee reports that a violation of
policy has occurred within the ambit of all applicable regulations regarding Sexual
Harassment. Please go through Perficient Confluence / HCMWIKI for more details about
this Policy.
RISK REDUCTION MEASURES

Hiring: The HCM Department takes reasonable measures to conduct background
investigations to review candidate’s backgrounds and reduce the risk of hiring individuals
with a history of violent behavior.
Protective or Restraining Orders: Any employee that has a protective or restraining

order against another individual is required to report it to the HCM department. This will
enable Perficient to take measures to protect all employees.
Individual Situations: While we do not expect employees to be skilled at identifying

potentiallydangerous persons, employees are expected to exercise good judgment
and to inform theHCM Department if any employee exhibits behavior which could be a
sign of a potentially dangerous situation. Such behavior includes:
 Discussing weapons or bringing them to the workplace;
 Displaying overt signs of extreme stress, resentment, hostility, or anger;
 Making threatening remarks;
 Sudden or significant deterioration of performance;
 Displaying irrational or inappropriate behavior
FIREARMS, EXPLOSIVES AND WEAPONS AT THE WORKPLACE

Perficient strives always to maintain a safe and secure workplace. Accordingly, firearms
and other potential weapons and explosives are not permitted on Perficient property, nor
is it permissible to possess these items while conducting Perficient business elsewhere. A
license, if applicable, to carry a concealed weapon does not exempt an individual from
this policy. The policy also applies to Perficient-sponsored events such as picnics, parties
or dinners.
Perficient reserves the right to inspect the working environment when there is reason to
believea weapon of any kind might be present. Failure to comply with this policy could
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result in disciplinary action up to and including dismissal. This applies to client sites,
Perficient sponsored events, etc.
Enforcement
Threats, threatening conduct, or any other acts of aggression or violence in the workplace
will not be tolerated. Any employee determined to have committed such acts will be
subject to discipline not only from Perficient, but also from local law enforcement. Non-
employees engaged in violent acts on the employer’s premises will be reported to the
proper authorities and fully prosecuted.
SMOKING
Smoking has become more of an issue in the workplace because of mounting evidence
that non-smokers' health may be harmed from secondary smoke. Accordingly, Perficient
does not permit smoking inside any area of its locations.
Smoking is permitted only in certain areas of each location. Check with your location to
find the appropriate area if you wish to smoke. If you are a smoker, please respect the
client’s rules and customs regarding smoking in the workplace. Perficient employees must
always strive to maintain a professional image when at a client site. Smokers should use
professional judgment when deciding the duration and number of smoking breaks. If it is
deemed that an employee is taking excessive breaks to smoke, they will be subject to
disciplinary action.
Their supervisor or manager will counsel smokers who abuse the policy. Managers and
supervisors have the authority and responsibility to enforce the policy.
CELLULAR PHONES
Employees are not permitted to use cellular devices paid for by Perficient in any way when
driving. Employees are also expected to refrain from using personal cellular devices in any
way while driving on company business. For the safety of our employees and others, it is
suggested that you 1) use a hands-free device, or 2) pull over and stop at a safe location
to dial, receive, text, email, converse etc. on the cellular device. Safety must come
before all other concerns,and under no circumstances are employees allowed to place
themselves or others at risk to fulfillbusiness needs. Employees who are charged with
traffic violations resulting from the use of their cellular device while driving will be solely
responsible for all liabilities that result from such actions.
DISCIPLINARY ACTION
Procedure:
The purpose of this policy is to state Perficient’s position on administering equitable
and consistent discipline for unsatisfactory conduct or for policy violations in the
workplace. While werecognize that Perficient is a dedicated group of professionals, there
are sometimes reasons to provide employees with notice of deficiencies and an
Page 42 of 54
opportunity to improve.
Perficient’s strives to ensure fair treatment of all employees, regardless of location or
managerby making certain that disciplinary actions are prompt, uniform, and impartial.
The major purpose of any disciplinary action is not to punish an employee, but rather to
correct the problem, prevent recurrence, and prepare the employee for satisfactory
service in the future. This policy does not modify the status of employees at will or in
any way restrict Perficient’sright to bypass the disciplinary procedures suggested.
Disciplinary action may call for any of four steps -- verbal warning, written warning,
suspension with or without pay, or termination of employment -- depending on the
severity of the problem and the number of occurrences. Again, there may be
circumstances when one or more steps are bypassed.
Progressive discipline means that, with respect to most, but not all, disciplinary problems,
these steps will normally be followed: a first offense may call for a verbal warning; a next
offense may be followed by a written warning; another offense may lead to a final (may
or may not include suspension); and, finally, termination.
Perficient recognizes that there are certain types of employee problems that are serious
enough to justify either a suspension, or, in some situations, termination of employment,
without going through the usual progressive discipline steps. While it is impossible to list
every situation under which the various disciplinary steps are taken, a few examples are
as follows:
Verbal Warning
 Late submission of time cards

 Non-adherence to dress code
 Non-Punctuality
 Failure to maintain communication with manager while working remotely
Written Warning
 Failure to meet goals and deadlines

 Non-compliance to Perficient policies
Suspension
 Discrimination/harassment of any kind
 Misuse of company property such as laptop/internet etc.
Termination
 Exhibiting violent or threatening behavior of any kind
 Failure to report to work for more than 5 business days, without prior
approval
 Falsifying time/expense reports
 Poor job performance/lower productivity
By using progressive discipline, we hope that most employee problems can be corrected
at an early stage, benefiting both the employee and Perficient.
Page 43 of 54
INFORMATION TECHNOLOGY POLICIES
Computer Systems and Software

Unauthorized duplication of copyrighted computer software violates the law and is
contrary to Perficient’s standards of conduct. We disapprove of such copying and
recognize the following principles as a basis for preventing the occurrence of a violation
of our software code of ethics:
 We will neither engage in nor tolerate the making or using of unauthorized software
copies under any circumstances.
 We will provide legally acquired software to meet the legitimate software needs of
our employees in a timely fashion and in sufficient quantities for all our computers.
 We will comply with all license or purchase terms regulating the use of any software
we acquire or use.
 We will enforce strong internal controls to prevent the making or using of
unauthorized software copies, including effective measures to verify compliance
with these standards and appropriate disciplinary action for violation of these
standards.
It is never acceptable to give software that is licensed to Perficient for business
purposes toanyone that is not an employee without the express consent of the
Information TechnologyDepartment. In some instances, clients and subcontractors may
need to obtain software licensedto Perficient for business purposes. If you have the
consent of the Information TechnologyDepartment, please ensure that you install the
software only on Perficient equipment and not onyour personal equipment or on the
equipment of your client. Employees may use software on multiple machines in their
possession only in accordance with the applicable license agreements. Perficient is
responsible for the licensing of all software on all Perficient assets. Therefore,
installing personally owned software on Perficient equipment is prohibited.
Perficient data should not be permanently stored on non-Perficient equipment including

computers, PDA’s, cell phones, and pagers. The downloading of personal calendar and
contact info to PDAs and personal systems is acceptable, but is not supported by the
Information Technology Department.
Please refer to the Perficient India Pvt Ltd IT User Agreement Policy / IT Wiki for more
specific details.
Internet
Perficient provides several forms of electronic communication (for example- email, voice
mail, and instant messenger) to employees and may provide employees with access to
the Internet. These systems are provided exclusively to assist in the conduct of business
within Perficient.
Access to the Internet through Perficient's computer equipment shall be used for the
Page 44 of 54
sole purpose of fulfilling the business needs of Perficient only, and not for personal use.
Employees do not have a personal privacy right in any Internet activity and/or matter
created, received, or sent on the Internet. Utilization of the Internet, which might
constitute intimidating, hostile, or offensive material based on sex, race, color, religion,
national origin, sexual orientation, or disability, is prohibited.
Electronic Communication
It is expected that all employees will use equipment provided in a way that is ethical,
legal, and efficient. Employees should not; modify or gain access to files, passwords or
data belonging to others; attempt to seek unauthorized access to parts of the system or
software or to damage or alter software or settings on the network; access or create text
or graphics which may reasonably be construed as obscene; or attempt to exploit a
Perficient resource for unrelated commercial or private purposes. Messages sent through
any form of electronic communication that occurs with any of Perficient's equipment are
the sole property of Perficient and are considered business records of Perficient.
Accordingly, they may be used in administrative, judicial, or other proceedings. Electronic
communication using Perficient equipment is intended to be used for business purposes
only. Recordings of any kind, even those for legitimate business purposes, are strictly
prohibited unless full written consent is given by all parties prior to the recordings. This
includes electronic recording of meetings, photographs, videotaping, etc. Consent forms
are made available on an as-needed Confidential Page 45 Last Amended May 2009 basis
and can be obtained from Perficient’s CFO. Additionally, intentionally viewing,
downloading, distributing, or sending a pornographic or obscene material is strictly
prohibited.
Many Perficient policies apply to the use of electronic communication. For example,
policies regarding courtesy, client confidentiality, solicitation, and harassment all apply
to use of electronic communication.
Any electronic communication by employees that may constitute verbal abuse, slander,
or defamation or that may be considered offensive, harassing, vulgar, obscene, or
threatening is strictly prohibited. Offensive content would include, but not be limited to,
sexual comments or images, racial slurs, gender-specific comments, or any comments
that would offend someone based on his or her age, race, sex, color, religion, national
origin, handicap, disability, or veteran status. The communication, dissemination, or
printing of any copyrighted materials in violation of copyright laws is also strictly
prohibited.
Perficient may override any individual passwords and/or codes or require employees to
disclose any passwords and/or codes to facilitate access by Perficient to electronic
communication on anyof Perficient’s systems. Perficient retains the right to access an
employee's electronic communication systems at any time for any reason whatsoever
without notice to the employee. Such reasons include, but are not limited to: to determine
and/or prevent personal use of e- mail, to assure compliance with Perficient policies, to
conduct Perficient business, and/or to investigate conduct or behavior that may be illegal
or adversely affect Perficient, Perficient employees, Perficient clients or vendors. The
Page 45 of 54
approval of the Chief Executive Officer or other senior officer of Perficient must be
obtained prior to any access. Since the purpose of this policy is to notify employees that
they are to have no expectation of privacy regarding electronic communication, an
employee's permission to access his electronic communication by others is neither
required nor sufficient.
Mass distribution of electronic messages (such as messages to “All SBU” email distribution
lists) should be carefully reviewed before disseminating. The communication should be
potentially relevant to those colleagues, actionable to most those colleagues, efficient,
and well- written. Any communication that needs to be sent to an entire SBU should be
approved first by the General Manager of that SBU. Any communication that needs to be
sent via email to the entire Perficient population must first be reviewed, approved, and
routed through Perficient’s Director of Marketing and Corporate Communications.
By using Perficient's electronic communication, all employees knowingly and voluntarily

consent to their usage of these systems being monitored and acknowledge Perficient's
right to conduct such monitoring. Employees should not expect that electronic
communication is confidential or private, and, therefore, should have no expectation of
privacy whatsoever related to their usage of these systems. Even when a message is
erased, it is still possible to recreate the message, therefore privacy of messages cannot
be ensured to anyone.
Anti-Virus Protection
The purpose of this policy is to establish requirements, which must be met by all
computers connected to Perficient’s networks to ensure effective virus detection and
prevention. This policy is a subset of the overall Perficient Security Policy.
This policy applies to all Perficient computers that are PC-based or utilize PC-file directory
sharing. This includes, but is not limited to: desktop computers, laptop computers,
file/ftp/proxy/web servers, and any PC based lab equipment.
 All Perficient’s PC-based computers must have the Perficient standard; supported
anti- virus software installed and scheduled to run at regular intervals.
 All anti-virus software and virus pattern files must be kept up-to-date.
 Virus-infected computers must be removed from the network until they are verified
as virus-free.
 Any activities with the intention to create and/or distribute malicious programs into
Perficient’s network (e.g., viruses, worms, Trojan horses, e-mail bombs, etc.) are
prohibited, in accordance with the Acceptable Use Policy.
 No machine should be connected to the Perficient network without pre-approval by
the Information Technology Department.
Refer to Perficient’s Anti-Virus Recommended Processes / Desktop Management Processes to help

prevent virus problems.
Page 46 of 54
Noted exceptions: Machines with operating systems other than those based on Apple &
Microsoftproducts are accepted at the current time.
File Downloads
Employees may not purchase or download software directly from the Internet, unless
approved, in advance, by the Information Technology Department. To obtain approval,
send e-mail to [email protected]. Please include the: title, publisher, version and
any other information that may be relevant to the procurement process.
The following situations represent problematic tracking and licensing issues and should
thereforebe avoided:
 Shareware software is copyrighted software that is distributed through online

services. Federal copyright law protects shareware from unlawful duplication. A
free, definedevaluation period is followed by an obligation to pay for the software
if the user intends tocontinue using the software. To be legally licensed after the
evaluation period requires a purchase of the software for compliance.
 Freeware software is also available via online services. Freeware publishers do not
charge for use of the software for personal use, but there is typically a charge for
corporate use.
 Public Domain software is also free, and the copyright owner makes no claim to
protectionfrom copyright.
Copyrighted Material
Employees are forbidden from using any copyrighted material in presentations, training
classes, marketing material, etc., without the express written permission of the owner of
the copyrightedmaterial.
TIME OFF POLICIES
Paid Time Off
Perficient colleagues need and deserve paid time off for rest and recreation. It is our goals
to have all employees maintain a reasonable work-life balance, and we encourage
everybody to useall Paid Time off (PTO) to which they are entitled each year. As part of
Perficient’s comprehensive benefits package, all Full Time and Part Time employees
(provided they are not temporary or intermittent employees) are given PTO in the form
of: Earned Leaves Vacation Time, and Paid Holidays. Please refer the Leave Policy for
more details.
Bench Time
If an employee is billable, bench time is defined as time that is not billable to a Perficient
client. Employees on the bench are paid at their full salary and will continue to keep their
same benefits. Every effort will be made by Perficient to place an employee at a client.
Employees on the bench may be required to work on internal projects or to undergo
Page 47 of 54
additional training to build their skill set and are expected to proactively seek such projects
and training from their immediate supervisor or General Manager. An employee’s
supervisor determines whether an employee is on the bench, not the employee.
Employees on the bench must check in with their supervisor at regular time intervals (as
determined by the supervisor). Employees are encouraged to use the Paid Time Off during
the project transition period. Employees are not encouraged to avail work from other
location during Bench time.
Bereavement Leave
Perficient understands how painful and difficult it is to lose a family member. This time
shouldnot be made more painful by having to choose between work and a funeral. Upon
the death ofan immediate family member, regular full-time employees may be granted a
leave of absence of up to five days with pay. For this purpose, your immediate family is
defined as: Spouse, Parents, Children, Parent-in-law. You should notify your supervisor
of the situation and your supervisor will notify Perficient's HCM department of the reason
and length of your absence.
When you return to work, you should record your absence as Bereavement Leave on your
attendance record. Employees may arrange for additional time off with the approval of
their immediate supervisor. This time will be automatically charged to paid Personal or
Vacation Time.If paid Personal or Vacation Time has been exhausted, the employee may
take time off subject to the terms of the Leave of Absence policy.
Holiday Schedule
All active, regular, full-time employees in the India are eligible for 10- 11 paid holidays
per calendaryear; the specific days for any given year will be published by HR at the
beginning of the year.
The holiday schedule for each country Perficient has employees is published on the
Perficient portal. Employees should follow the holiday schedule for the country in which
they regularly perform work. Perficient holidays are always subject to client holidays;
please work with your GM or Project Manager when unable to take Perficient’s posted
holiday, as per Perficient policy in all work locations. It is not ever the intent of Perficient
that an employee should lose a holiday when required by a client to work on the actual
holiday. A posted holiday, which must be worked, may be used later in the same calendar
year as a "Floating / Compensatory Off" holiday.
Employees should accurately notate the hours worked. For administrative purposes, the
standard holiday which is used later in the year should be noted in Perficient's timekeeping
system, as a "standard" holiday, as opposed to a floating holiday. Likewise, if an employee
is based at a client site that observes a holiday that Perficient does not observe, the
employee must make alternative plans to work that day offsite if necessary. This is not
considered bench time. If the employee chooses not to work that day, then they must use
a day of either personal/vacation time or a floating holiday. Holiday pay will not be paid
if you are on leave of absence without pay when the holiday occurs or if you are short.
This means that you either work or use vacation/personal time the before and the day
Page 48 of 54
after a scheduled holiday to be paid for it.
Perficient recognizes that there may be religious holidays (other than those already
designatedas holidays) that you would like to observe. It may be possible to arrange these
holidays as scheduled days off, authorized absences without pay, or personal time off.
Requesting Paid Time Off (PTO)

All requests for PTO should be made at least one month in advance to enable Managers
in resource planning. If possible, requests for single day off should be made at least one
week in advance. An employee should request and receive permission to take time
off from their manager via Absence Management in EBS and internal HRM system.
Employees should also ensure that they have enough PTO accrued before requesting to
use it. Employees can determine their balance via Perficient EBS / HRMS Portal or contact
HCM department for PTO balance. Once an employee receives permission for paid time
off, they are to enter the time under the appropriate designation in EBS timecard in a
timely manner. The HCM department tracks the paid time off balance of each employee
and may notify your manager if your paid time off balance is negative.
 Colleagues are encouraged to submit PTO requests of one week or more as

early aspossible through Absence management in EBS.
 PTO requests of one week or more require GM approval.
 Early requests allow for business and client planning and increase the odds of
approval.
 Late requests and/or change will be accommodated when possible if client and
businessneeds can be met.
 A workflow to support automation of PTO requests and approvals is planned to
streamlineand simplify this process.
Leaves of Absence
From time to time, it may be necessary for you to take a Leave of Absence (LOA) from
work for various reasons. To do this, you would need to obtain approval from your General
Manager and work with the HCM department to outline the terms and conditions of your
LOA.
When an employee is on an unpaid Leave of Absence, they are responsible for paying the
full amount of any benefits premiums that Perficient incurs on their behalf, beginning with
the first full pay period after the unpaid LOA begins. Failure to make timely payment to
the HCM department for these premiums may result in a cancellation of the benefit.
Benefit plan coverage will be determined per the provisions of the appropriate plans
provided appropriate employee contributions are made. For leaves of less than 30 days,
employee benefit contributions will be deducted from the first check upon return to work.
For leaves, greater than 30 days, an employee must pay contributions to Perficient by the
first of each month. While on an unpaid leave, an employee must pay the full premium
(or one-half month’s premium if on LOA for one full pay period only), which includes
employee and employer premiums for medical, dental and vision coverage they have
Page 49 of 54
elected. The HCM department can provide employees with which benefits, in addition to
retained seniority, can be continued during the leave. If an employee wishes to continue
benefits, it must be arranged for directly with the HCM department.
Please note that no Paid Time off (PTO) is accrued during Worker’s Compensation Leave,
or any other unpaid LOA. Accrued PTO must be utilized before an employee will be granted
an unpaid Leave of Absence. If an employee is required to first meet waiting period
requirements for eitheror Worker’s Comp leave, they must also first use accrued PTO
during the waiting period before taking time off unpaid. If an employee on Worker’s
Comp Leave utilizes Paid Time Off and islater compensated by Perficient’s insurance
company for those exact days, the employee is required to reimburse Perficient the wages
already paid out in PTO. Please note that unpaid LOA must be taken in full day increments
for exempt employees.
An employee will not be entitled for Long-Term WFH / LOP (Loss of Pay) / Sabbatical
during their first two years of employment except for medical scenarios upon submission
of required supporting documents and approval from Management. Long term here means
anything above 21 calendar days.
Reinstatement
Upon return from leave, the employee will be returned to the same position or a position
with equivalent status, pay, benefits and working conditions the employee had when they
left. Job and/or position assignments may change because of the leave due to the needs
of the Company in the interim. Also, an exception to reinstatement may apply if business
circumstances have changed (e.g., if the employee’s position is no longer available due
to job elimination). An exception to equivalent restoration may be made for key, salaried
employees. An employee will be notified at the time of the leave request of the status as
akey employee.
SEPARATION OF EMPLOYMENT POLICY

While we hope, all employees can enjoy a long and prosperous career at Perficient, some
employees will inevitably separate from the company. Separation of employment from
Perficient can occur for several different reasons. Employment may end because of
resignation, retirement, release (end of season or assignment) and reduction in
workforce, or termination. No matter the type of separation, the last day the employee
works (or their last day on the bench) is the official last day of employment. In addition,
once an employee gives notice, that employee cannot use any accrued personal, vacation
or floating PTO that was not pre-scheduled prior to their notice of termination or
resignation. Employees are expected to follow the normal guidelines for sick PTO, and
only use this time if they have a bona-fide sickness or temporary disability. Employees
should refrain from scheduling discretionary health care appointments to “cash out” their
sick PTO.
Types of Separation
Resignation
Resignation is a voluntary act initiated by the employee to end employment with
Page 50 of 54
Perficient. The employee must provide the minimum notice period as mentioned in his /
her offer letter and as per the Separation Policy in effect at that point in time. If an
employee does not provide the minimum notice or fails to work the during the notice
period, the employee will be ineligible for rehire and will not receive accrued benefits or
PTO that would otherwise be eligible for payout. The resignation date must not fall on or
on the day after a holiday, unless it is specifically requested by the client that the work
on that day. If an employee provides notice, the company reserves the right to apply the
resignation and terminate immediately. In this circumstance, Perficient may also apply
any accrued Paid Time Off towards the notice period. If Perficient decides to accept a
resignation immediately, Perficient is under noobligation to pay out the term of the notice.
It is extremely important that the HCM department be notified, in addition to local
management, if you are planning on resigning. A formal resignation letter should be
submitted to the HCM department and your immediate manager and the reason for the
resignation. Employees on Notice Period and separation mode will not be eligible for
Performance Appraisal
Job Abandonment
Employees who fail to report to work or contact their supervisor for 8 consecutive workdays
shallbe considered to have abandoned the job without notice effective at the end of their
normal shifton the eighth day. The supervisor shall notify the HCM Department at the
expiration of the eighth workday and initiate the paperwork to terminate the employee.
Employees who are separated due to job abandonment are ineligible to receive accrued
benefits and are ineligible for rehire. An appeal may be made in writing to the immediate
supervisor. If it is determined that there were extenuating circumstances for the absence
and failure to notify, the time away will be classified as Leave of Absence and the employee
will be reinstated with no break in service.
Termination
Employees of Perficient are employed on an at-will basis, and the company retains the
right to terminate an employee at any time. In addition, employees that are terminated
for gross misconduct may forfeit benefits that they would otherwise be eligible for. Acts
of gross misconduct are those that are intentional, wanton, willful, deliberate, reckless,
or in deliberate indifference to Perficient’s interest. Gross misconduct includes, but is not
limited to the following: theft, harassment, acts of violence, fraud, illegal or dangerous
acts committed in the workplace, etc.
Reduction in Workforce
An employee may be laid off because of changes in duties, organizational changes, lack
of fundsor lack of work.
Release
Release is the end of temporary employment.
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Separation Process
Separating employees may have questions about their separation prior to or after their
last day, many of which can be answered by the HCM department. For this reason,
employees are encouraged to maintain contact information for Perficient’s HCM
Department and to reach out if questions arise. Please refer Separation Policy for more
details
Employee Exit Documents

 Experience and Relieving letters are provided for Resignation, Reduction in
workforce andRelease types of separation after Exit clearance is done from all the
departments.
Final Pay
Perficient will pay all final salaries to separating employees in accordance with state and
local law. Perficient calculates the final amount of salary due based on the number of days
the employee works in the final pay period. Employees that are terminated for gross
misconduct will forfeit all accrued PTO that would otherwise be paid out. In addition, if an
employee is overpaid on their final cheque due to an internal administrative error, they
are required to pay Perficient back once Perficient provides a detailed accounting of final
payment. The services of a consumer reporting and collection agency may be utilized to
collect any money terminated employees owe to Perficient. The final pay will include
salary from the month of the resignation notice sent till the last working day, earned leave
pay and any expenses due to the employee with applicable taxes. Full and final settlement
will be processed only on 15th of every month. If 15 th of the month is a declared holiday
/ weekend it will be processed on the next working day. The resigned employee will get
his / her full and final settlement on the 15 th of the month subsequent to the month of
relieving, provided all exit formalities are completed. Perficient reserves the right to
deduct any pending dues from employees at the time of Full and Final settlement.
Pay-out of Accrued Paid Time Off (PTO)
 Perficient does not pay out accrued PTO in cash to separating employees unless the
following parameters are met: The grounds for termination cannot be due to gross
misconduct (as defined under Separation of Employment policy). The employee must
have given the minimum notice as mentioned in their offer letter, of their resignation
to management. All missing time and expense reports have been accounted for to the
satisfaction of Perficient management. Employee has, to the satisfaction of
management, return all company property, including but not limited to laptops.
 State and local law may mandate different treatment of payout of PTO. If any
provisions herein conflict with law, such provisions shall be severable.
Return of Property
The separating employee must return all company property at the time of separation,
including but not limited to, cell phones, keys, laptop computers and identification cards.
Perficient reserves the right to take deductions from any final paychecks if Company
Page 52 of 54
property is not returned in good condition and within two days of termination. In addition,
Perficient may report the property as stolen to local law enforcement agencies, or utilize
a consumer reporting and collection agency to assist in collection of Perficient property.
Further, in the event of an employee’s termination, should the deductions from their final
paycheck be insufficient to cover the reasonable value of any unreturned equipment or
other Perficient property and any amount owed to Perficient and remaining unpaid, the
employee must reimburse Perficient for the balance.
Internal and Confidential Information

Company assigned information, which may include but is not limited to organizational
charts, department titles and staff charts, job titles, department budgets, internal memos,
handbooks and policies, telephone directories, email lists, training manuals, etc. is
considered by the company to be confidential and proprietary company information and
should be used for internalpurposes only. Any separating employee must immediately
destroy or return to the HCM department all proprietary company information. The HCM
department shall send a copy of any executed Intellectual Property Agreements to each
separating employee and employees must bemindful of the obligations and requirements
described within those documents.
Exit Interview
The HCM department will contact any employee who voluntarily resigns or retires to
conduct an exitinterview. All answers will be kept confidential and will be supplied to
management in asummary basis only. Management will strive to use the information
collected in an exit interviewto improve the quality of Perficient for current and future
employees.
Rehire Eligibility
Rehire
Former employees who left Perficient in good standing and were classified as eligible for
rehire may be considered for re-employment. An application must be submitted to the
HCM Department, and the applicant must meet all minimum qualifications and
requirements of the position, including any qualifying exam, when required. Supervisors
must obtain approval from the AVP / GM prior to rehiring a former employee. Rehired
employees begin benefits just as any other new employee. Previous tenure will not be
considered in calculating longevity, leave accruals or any other benefits, unless otherwise
dictated by the benefit plan documents.
Bar From Employment

An applicant or employee who is terminated for violating policy or who resigned in lieu of
termination from employment due to a policy violation will be ineligible for rehire.
Page 53 of 54
RECEIPT OF EMPLOYMENT HANDBOOK
The Employment Handbook describes important information about Perficient, and I

understand that I should consult my supervisor or the HCM Department regarding any
questions not answered in the Employment Handbook. I have entered my employment
relationship with Perficient voluntarily and acknowledge that there is no specified length
of employment. Accordingly, either Perficient or I can terminate the relationship at will,
with or without cause, at any time, so long as there is no violation of applicable federal or
state law. Since the information, policies, and benefits described here are necessarily
subject to change, I acknowledge that revisions to the Employment Handbook may occur,
except to Perficient's policyof employment-at-will. All such changes will be communicated
through official notices, and I understand that revised information may supersede, modify,
or eliminate existing policies. Only an officer of Perficient can adopt any revisions to the
policies in this Employment Handbook. I understand that I have a responsibility to check
email, the Perficient portal, and other forms of communication from Perficient to stay
informed of any changes made to this handbook. Furthermore, I acknowledge that this
Handbook is neither a contract of employment nor a legal document. I have received the
Employment Handbook, and I understand that it is my responsibility to read, understand,
and comply with the policies contained in this Employment Handbook and any revisions
made to it.
EMPLOYEE'S NAME (printed):
EMPLOYEE'S SIGNATURE:
DATE:
*Return signed copy to the HCM department.
Page 54 of 54

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PERFICIENT GDC INDIA EMPLOYEE HANDBOOK

POLICIES, PROCEDURES & GUIDELINES

Document Version: 1.0

Effective Date: 01/01/2023

Perficient Business Travel outside India

POLICY AGAINST DISCRIMINATION AND INNAPPROPRIATE CONDUCT

It is important to understand that Perficient’s prohibition on inappropriate behavior is not

Employees who feel they have been subjected to Offensive or Unwelcome

Any employee who knowingly makes a false accusation of discrimination, harassment,

BUSINESS ETHICS AND CONDUCT

CONFLICT OF INTEREST AND OUTSIDE EMPLOYMENT

1. Technical information of Perficient, its affiliates, its clients or other third

Non-Disclosure of Former Employer’s Trade Secret

Insider Trading Policy

No director, officer, or employee, who has material, nonpublic information relating to

Stock Discussion Boards

EMPLOYEE INFORMATION PRIVACY POLICY

It is Perficient’s commitment to provide an effective way for employees to bring problems

a. Discussion of the problem with the immediate supervisor is encouraged as a first

Policy on Free Speech

Perficient Collaboration Tools

Your appointment is based on your performance in the recruitment process of our

Employment Reference and Background Check

Perficient clients often request our employees to submit to additional background

The following general rules apply to the Flexible Work Schedule:

 An employee, who arrives later than scheduled time, may be permitted to

• Annual Performance Review- this is conducted every year on or near

• Performance Improvement Plan- Employees who are not performing

Internal Promotion Policy

Transfers between Business Units

Employee and Client Entertainment

On occasion, it is appropriate and encouraged to entertain clients, candidates, partners,

Access to Personnel Files

 Name and/or marital status

Additional information such as the furthering of your education or other professional

Salary is processed monthly. If the normal payday falls on a Perficient-recognized holiday

All Perficient Employees, except for:

Guidelines: Please refer Referral Bonus Policy for more details.

By signing up for benefits, employees are authorizing voluntary deductions from

Travel and Expense Policy

Training/Certification Reimbursement Procedure

Equity Based Awards

Dress Code Policy

Tips for a Professional look:

Flexible Work Arrangements

Maintenance of Rental Property and Lodging

It is our policy and practice to accurately compensate employees and to do so in

To prevent disruption of operations and maintain a productive work environment,

This policy does not prohibit the distribution of company literature.

Disciplinary action, up to and including termination, may result if an employee is found

Investigating Workplace Conduct and Searches

Dating and Cohabitation Policy

If an employee is to be transferred into a department which would result in a violation of

HEALTH & SAFETY

 Establishing procedure for promoting safe working conditions.

Executives, department heads and supervisors are responsible for:

Accidents and Injuries

Training and Education

Facilities and Inspections

Inclement Weather and Catastrophic Events