Employee Handbook

Employee Handbook www.pvcleanmobility.com

EMPLOYEE HANDBOOK I PVCMT-HRM-01 03 04 CONTENTS 05 08 ABOUT THE MANUAL 13 MESSAGE FROM CEO 19 GRADE STRUCTURE 23 EMPLOYMENT GUIDELINES 27 ATTENDANCE & OFFICE TIME 29 LEAVE POLICY 32 TRANSFER POLICY 41 RETIREMENT & LONG SERVICE AWARD 44 SEPARATION POLICY 52 EMPLOYEE WELFARE POLICY 54 SALARY ADVANCE & CONTINGENCY LOAN 58 TRAVEL POLICY 61 INTERNET REIMBURSEMENT POLICY 64 INTERNET USAGE & ELECTRONIC MAIL POLICY 67 POSH - SEXUAL HARASSMENT POLICY 71 GRIEVANCE REDRESSAL POLICY 74 EMPLOYMENT SUGGESTION SCHEME 76 WHISTLE BLOWER POLICY MEDIA POLICY PATENT POLICY CODE OF CONDUCT 02

EMPLOYEE HANDBOOK I PVCMT-HRM-01 ABOUT THE MANUAL This Human Resource Manual (HR Manual) is designed to provide employees of PV Clean Mobility Technologies Pvt. Ltd. (“PV Clean” or “the Organization”) with information on HR policies, practices, and operating procedures that are currently applicable in the Organization. The purpose of this manual is: 1. To ensure consistency in people related decisions 2. To ensure fairness, transparency and consistency in the relationship between PV Clean Mobility Technologies Pvt. Ltd. and its employees; and 3. To communicate and establish the desired culture and working environment for the Organization. While this Manual is designed to provide helpful information to employees, it is not to be construed as an employment contract of any kind. The statements contained in this manual are designed to provide guidance and not to modify the terms of employment as contained in the appointment letter/contract of individual employees. The Organization reserves the right to interpret, modify, revise, supplement, or rescind any policies or portion of the policies from time to time as it deems appropriate. Such revisions may be made at the Organization’s sole discretion and may be made with or without prior notice. Any changes made thereof shall be communicated to all employees. The information contained herein is the property of PV Clean Mobility Technologies Pvt. Ltd. (hereafter referred as PVCMT in the manual) This Manual is for the information of employees within the Organization only and its content should not be distributed to any person outside the Organization. Any duplication and re-issue of the material contained herein would be construed as an infringement. The Manual, therefore, should be treated with utmost confidentiality and the contents shall not be reproduced in part or in full without the prior permission of the HR Head. If an employee has any work-related questions/problems, he/she should speak to his supervisor. All employees are also free to discuss their problems with Human Resource Managers. 03

EMPLOYEE HANDBOOK I PVCMT-HRM-01 MESSAGE FROM CEO Dear Colleagues, On behalf of your colleagues, I welcome you to PV Clean Mobility Technologies and wish you every success here. It gives me great pleasure in releasing this Employee Handbook. We are glad to have you onboard as a team member of PV Clean Mobility Technologies, you are an essential part of the team effort. We hope that you will find your position with the Company rewarding, challenging and productive. Every Employee has an important role in our operations, and we value the ability and experience you bring with you to the organization. You, and other Employees, are vital to the success of PVCMT. Being an important part of this organization, you have an important and pivotal role to play in moving diversity, equity, and maintaining decorum. Not only you all are ultimately accountable for the results, but also set the tone for how it will be received and expectations to proceed. This organization believes in equality that requires confidence and a belief that how you will succeed. Your role requires you to persist in pushing forward and bringing your organization along with you. This handbook will enable openness and transparency within the employees and the organization. This document has been prepared to acquaint you with the employment policies and practices of PVCMT. We are sure that this will clarify many of your queries regarding the employment. Lastly, the door to the CEO office is always open for discussions, let us all grow together & achieve the impeccable success in a sustainable manner. Further to this, we will continue to make the best practices within the organization and continuously amend the policies in this handbook. Ananda Reddy, CEO, PV Clean Mobility Technologies 04

GRADE 01 STRUCTURE

EMPLOYEE HANDBOOK I PVCMT-HRM-01 The objective of this section is to provide clarity on the Band and Grade Structure in the Organization Grade Structure § The Organization has grouped jobs in Bands on a comparative basis, as per relative hierarchy of the worth of job-roles. § Bands indicate a job responsibility level and are not linked to the individual's ability, potential, performance or personality traits. Enhanced volume of work does not qualify a person to a higher Band § A review of Bands by HODs & HR, will be carried out when there is a qualitative change in job content, arising out of changes in technology or environment § Placement of individual in a higher Band is possible through promotion, when the individual is called to take on a higher level of responsibility. § Promotion from Grade 4 to Grade 3 and above, requires senior management involvement and approval. § The Band Structure does not ensure a predefined salary or subsequent increments for a level. The Band structure for the roles at PVCMT as is represented in next page: We hope that your experience at PVCMT will be challenging, enjoyable and rewarding. 06

EMPLOYEE HANDBOOK I PVCMT-HRM-01 BANDS, GRADES & DESIGNATIONS BAND 1 2B UNCLASSIFIED BAND 2 2A CEO, PRESIDENT SR. VICE PRESIDENT VICE PRESIDENT BAND 3 3C SR. GENERAL MANAGER 3B GENERAL MANAGER 3A DEPUTY GENERAL MANAGER BAND 4 4C ASSISTANT GENERAL MANAGER 4B SENIOR MANAGER 4A MANAGER BAND 5 5C DEPUTY MANAGER 5B ASSISTANT MANAGER 5A SR. ENGINEER / SR. EXECUTIVE BAND 6 6C ENGINEER / EXECUTIVE GET / MT 6B JR. ENGINEER DET 6A SUPERVISOR / ASST. SUPERVISOR 07

EMPLOYMENT 02 GUIDELINES

EMPLOYEE HANDBOOK I PVCMT-HRM-01 Our People Philosophy PVCMT considers its employees as the most valuable resources of the Company. We believe employees working in our organization are an asset with unlimited potential, given the opportunity to develop and grow. We are therefore committed to continuously striving for their development and providing a suitable environment so that employees and the organization are successful. Recruitment We employ talented, idea-oriented people, who demonstrate respect for other people, exhibit a sense of competitive pride, display an eagerness to excel, and put their Clients / Organizations interests, first. Appointment / Joining Formalities On the first day of work, the employee is required to report to the HR Department. On joining, the employee is required to fill up the following documents: 1. Joining report (copy enclosed). 2. Provident fund forms (Form No. 2 and 11) 3. Investment declaration 4. Opening of bank account for crediting salary 5. Copies of certificates / testimonials. 6. Tax deduction certificate from previous employer 7. Medical claim form (for coverage of self and dependents), this form is required at the time of joining Should there be a change in personal details Viz address, marriage, additional qualification, etc. after joining, the same should be submitted immediately to the HR Department. Probation / Confirmation The employee is required to undergo a 6-month probationary period, before his/her appointment is confirmed. There will be a formal assessment / appraisal by the Department head / Office head at the end of probation. Appraisers are required to take the process seriously, by monitoring and reviewing the performance of the employee on a regular basis and providing immediate feedback, especially where the performance is below expectation. Probation can only be extended once by 3 months. 09

EMPLOYEE HANDBOOK I PVCMT-HRM-01 Hiring Policy PVCMT is an equal opportunity employer and is committed to treating job applicants and employees equally, irrespective of color, creed, caste, race, religion, nationality, ethnic origin, sex, marital status, disability, or age. Re-Hire Policy Former employees could be considered for re-employment, provided the following requirements are satisfied: 1. The overall performance review of the ex-employee at the time of exit shows satisfactory performance. 2. The Plant Head / Departmental Head of the person at the time of leaving gives positive feedback. 3. There is no record of misconduct proven against the person. 4. The person is not leveraging this policy to bypass the organizational hierarchy. ■ The candidate clears all stages of the recruitment process like any other external candidate to ascertain his/her eligibility for re-employment. ■ The benefits as applicable to the person during his/ her previous tenure may or may not be continued unless required by law. ■ A re-hire will be considered as a fresh hire for the purpose of gratuity. ■ In exceptional cases, where a former employee is hired within 1 year of leaving PVCMT, a joint approval of HR Head and COO/CEO shall be required. In other case, normal approval channel for recruitment shall be followed. ■ The date of joining for re-hire is the first day of re-employment. Compensation fixation at the time of re-employment should be based on the following guidelines: - 1. If a person is rehired within 1 year of leaving (Exception Cases), then he/she should be given the compensation and designation that he was enjoying at the time of his exit. 2. If he/she is rehired after 1 year of exit, then HR needs to benchmark and ensure fitment of the employee. Relatives Hiring For the purposes of this section, \"relatives\" shall include: “Father, mother, son, daughter, brother, sister, uncle, aunt, first cousin, nephew, niece, husband, wife, father-in-law, mother-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law” 10

EMPLOYEE HANDBOOK I PVCMT-HRM-01 PVCMT is not averse to hiring relatives. However, the following guidelines need to be followed. 1. Related employees are not in a direct or indirect reporting relationship. 2. Employee does not have a perceived or real influence over-compensation, auditing, performance evaluation, payment processing or job security 3. Related employee currently working at PVCMT should not associate himself / herself at any stage of the selection process of the applicant ■ Appointment of any close relative should be approved by HR Head specifically and would be subject to impeccable record of accomplishment and reference check. ■ At the time of joining, it is the responsibility of the candidate to clearly declare the relationship (If-any) in the organization. ■ It is the duty of the employee to declare any future relationship happening within the organization (For example- an employee is getting married to another employee OR 2 employees become close relatives by marriage within the family). One of the employees will be transferred to another department within 6 months. However, where no position is available in any other department, management will take a decision on the next steps. Medical Check-up for new joiners Company will pay one thousand rupees to get health check-up done before joining. Employee Referral Program ■ Employees are required to forward their referral CV to the HR Department with the due diligence done for the open position. ■ In case 2 employees refer the same candidate, the employee who sent the resume first will be eligible for the reward. ■ If the resume has already been received by Human Resource department through any other source, the same will not be eligible as a valid employee referral. ■ A candidate once referred and rejected cannot be referred again for the same/similar vacancy in that Department for a period of 6 months. ■ However, a candidate has been referred for a vacancy which stands closed before initiation of the recruitment process, the employee can refer the candidate again for an identical / similar vacancy. ■ After the resume has been shortlisted, the referral candidate will go through the normal process of recruitment. ■ Please note that no referral bonus shall be payable for candidate recommended for a 11

EMPLOYEE HANDBOOK I PVCMT-HRM-01 position directly reporting to the referring employee. ■ The referral bonus shall be paid only if the new employee stays in the Organization for a minimum period of 6 months, only on confirmation (referring employee should be part of the organization (even during Notice Period) at the time of pay-out). ■ The amount of award will be a fixed amount as per band at which the referred individual joins. ■ The referral bonus award will be treated as salary income to the employee and will come under the purview of the existing income tax laws, as applicable. ■ In case of dispute, decisions of the HR head/CEO will be final. ■ The policy is not applicable for employees in HR department, Band 2 and above. Designation Amount Band 1 42,000 Band 2 32,000 Band 3 15,000 Band 4 12,500 Band 5 Band 6 5,000 3,000 12

ATTENDANCE 03 & OFFICE TIME

EMPLOYEE HANDBOOK I PVCMT-HRM-01 This Policy is designed to reduce absenteeism and set clear and consistent expectations to improve employee productivity. The policy sets forth PVCMT procedures for handling employee absences and tardiness. Office Timings Punctual and regular attendance is essentially the responsibility of each employee. The expectation is that: 1. Employees will report to work as scheduled, on time and be prepared to start working. 2. Employees remain present at work for their entire schedule. 3. Employees do not arrive late or leave early or remain absent without due cause during scheduled work hours, as this is disruptive. Regular Work Office Timing The employees of PVCMT will work 5 days a week and the plant will be operational 6 days a week based on Shift Schedules. Location Standard Timing Flexi Timing Flexi Timing Morning Evening Gurgaon 8.30 AM to 6.00 PM 8.00 AM to 9.30 AM 5.00 PM to 7.00 PM Pune 8.30 AM to 6.00 PM 8.00 AM to 9.30 AM 5.00 PM to 7.00 PM Employees will have daily working hours of 9 hours 30 minutes, including all breaks of 30 minutes. However, standard working hours are as mentioned in the above table. Total working hours in a week should not be less than 47.5 hours against prior approval from HOD. Core Timing for Flexi hours: All staff members of flexi hours working pattern should be present during core timing i.e., between 9:30 am to 4:30 pm. An average of 9 hours 30 minutes per day must maintain on monthly basis (excluding weekly off, Saturday & Sunday). Shortfall if any can be adjusted via Leave or LOP (in case Leave balance is insufficient). Timeliness: Timeliness inculcates workplace discipline and cohesiveness in the organization. Timeliness and hard work are two independent attributes and should not be confused with each other. 14

EMPLOYEE HANDBOOK I PVCMT-HRM-01 Flexible Work Hours Eligibility: All staff employees will be eligible to opt for flexible work hours in line with this guideline. While the intent is to offer this facility to as many employees as possible based on their interest, it may be restricted to some role holders due to: ■ Sensitive work nature ■ Detrimental effect in meeting customer requirement ■ Burden of additional cost. ■ Overall nature of work, for e.g., Blue-Collar employees it is difficult to implement at the moment for the Blue-Collar employees for manufacturing and some testing engineers for non-manufacturing. Conditions: ■ Core working Hours must be adhered to across the department for operational requirements. ■ If at any stage employee’s performance does not meet the expectations of the manager, the manager has the right to change/withdraw the Flexible Working arrangement. ■ The employee must not be engaged in alternate employment and/or any commercial engagements (directly or indirectly) during Flexible working time. Work from Home The work from home policy allows the staff to work from home while meeting the departmental goals and maintaining full productivity and efficiency. ■ The department head may make the weekly roster on work from home schedule of the members adhering the role suitability and eligibility criteria. ■ Eligibility criteria: Company laptop, high speed internet connectivity for voice and video calls. ■ HOD and managers have rights to call the employee to office even after he is scheduled to work from home. ■ Planned Half day work from home is not allowed. ■ Weekly off and other holidays will not be counted as Work From Home. Therefore, WFH will not generate any C-off. Here are the guidelines during work from home: ■ The employees will be required to make available a suitable space in their home with comfortable working conditions. Suitable arrangement if not already available in their home would need to be arranged by employee. 15

EMPLOYEE HANDBOOK I PVCMT-HRM-01 ■ If required by task, employee need to extend his online presence beyond defined working hours. ■ When working remotely, employee should attend the calls, video calls, respond emails quickly. ■ Employees traveling will not be considered working from home. ■ Staff approved to work from home must: ■ Adhere to all the PVCMT policies and procedures. ■ Be available during the core working hours and any deviation need to be approved by the HOD. ■ Ensure fitness for work requirements are met. If employee is unwell or unable to work due to other reasons, then leave entitlements are to be accessed. ■ Maintain accurate and up to date records of hours worked at home. ■ Take reasonable precautions necessary to secure the PVCMT’s data and network resources. ■ Must devote the agreed working hours from home to their work. ■ Must deliver agreed outcomes and meet required deadlines. ■ Must produce the same quality of work as an equivalent staff member in the office. 16

EMPLOYEE HANDBOOK I PVCMT-HRM-01 Recording of Employee Attendance Attendance Readers – Attendance of the employees will be recorded through the Keka attendance system (face readers) installed in premises. Employee can also record attendance through web app or mobile app. Attendance is computed based on entry time and exit time of the employees. Entry time and exit time of the employees are registered in the system. In case, the employee’s attendance is not recorded correctly due to any reason the respective employee will have to regularize the attendance on Keka as per the guidelines. However, since it is in the best interest of the employees and the company that the attendance is registered through the Keka or Attendance Readers. The maximum 5 instances of regularization are allowed in a month. Movement from office during the Working hours – The employees should register all their entries and exits to/from plant through the Keka or Face Readers as this is required for various reasons (along with attendance) and by law also. Employees taking short time out for personal reasons should do with the permission of immediate supervisors. Cut-off date for attendance and leave forms Cut-off dates for attendance – All cut off date for attendance is 25th of every month except february, march & december, when the cut-off date is 23rd of the month. Utilization of Leaves and Leave Application – Employees should be careful at the time of Leave application and should refer the Leave policy rules and leave balances. They should apply through web-based system and should inform the immediate supervisor to get it approved. All the leaves should get approved in advance and in case of emergency one can apply on next immediate working day. Absence from office up to 5 hours will be counted as ½ day leave and more than that will be counted as 1 day leave. All sanctioned leaves will be counted as presence for the purpose of salary payment. Working on Weekly Off or Paid Holidays – An employee needs to take the prior approval from his/her immediate reporting authority for working on weekly off or on paid holidays. Compensatory Off for extra work – The employee working on their weekly off or paid holidays will get compensatory off as follows: 4 – 4 Hours of work: Half Day Compensatory off 6 & Above Hours of work: One Day Compensatory off The employees eligible for the Compensatory off should avail the same within 30 days with prior approval of department head, after 30 days compensatory off not availed will expire. Employee can apply the Compensatory off on Keka. 17

EMPLOYEE HANDBOOK I PVCMT-HRM-01 Tardiness and Early Departures Employees are expected to report to work and return from scheduled breaks on time. If employees cannot report to work as scheduled; they must notify their supervisor no later than their regular starting time. This notification does not excuse the tardiness but simply notifies the supervisor that a schedule change may be necessary. Employees who need to leave work before the end of their scheduled shift must notify a supervisor immediately. Tardiness and early departures are both eligible under this policy for disciplinary action. Disciplinary Action So, what results in disciplinary action? 1. Excessive absenteeism is defined as two or more occurrences of unexcused absence in a 30-day period. 2. Eight occurrences of unexcused absence in a 12-month period are considered grounds for termination if no suitable justification is given. Other Guidelines Staff on outdoor work or on official tour should keep Reporting Managers informed in advance before the shift timings. 18

LEAVE 04 POLICY

EMPLOYEE HANDBOOK I PVCMT-HRM-01 The purpose of this policy is to encourage the employees to take needed breaks from work, as this provides for a healthy and efficient staff. The leave policy sets out the various types of leaves that any employee is eligible for and outlines the procedure. Leave Rules Every Employee is entitled to 35 days leaves in a year. Below are the details. • Leave is calculated on 3 days a month pro-rata basis. • Unplanned leave taken 3 or more days, requires a medical certificate, from a Certified doctor to be counted as Medical Leave. • Leave Encashment: Only a maximum of 45 leaves can be accumulated. Anything over and above, the difference will be cashed-out* at the end of the year* *For the purpose of leave encashment, last drawn gross salary will be considered while processing the payment *For the purpose of leave, “Year” shall mean the year commencing on the first day of January. Public Holidays Public holidays are observed each year, by offices at different locations. The list of holidays would be notified at the start of every year. Short Leave All employees are entitled to 2 hours of short leave twice a month on special occasions. The department heads may refuse this leave, taking into consideration exigencies of work. Compensatory Off 1. An employee at levels below Manager/Group leader are eligible for Compensatory off only when the HOD/Vertical Head approves the requirement to work on a holiday/weekly off/overstay at workplace. 2. Any employee cannot decide on his own, to work on a holiday and then seek compensatory off without HOD’s approval. 3. If an employee works during a weekly off or holiday, he/she needs to work: ■ A minimum of 4 hours to avail 1/2 day is compensatory off ■ A minimum of 6 hours to avail a full day’s compensatory off 20

EMPLOYEE HANDBOOK I PVCMT-HRM-01 4. Compensatory offs lapse if not availed within 30 days of its authorization. 5. Compensatory offs can also be given to employees in accordance with the minimum work condition as mentioned above, if they are- ■ Required to attend any training arranged officially on weekly off / holiday For this purpose, employees are required to provide adequate documentary proof. Compensatory leaves cannot be encashed. Maternity Leave Female employees of the Company are entitled to a maximum of 6 Months of Maternity Leave up to a maximum of 2 children. This will be as per the Maternity Benefit Act. (Not included in Total Annual Leaves, only applicable to female employees) ■ Maternity leave can be availed for legally adopted children as well. ■ Maternity leave should overlap across the expected delivery date as per the recommendation made by the employee’s gynaecologist. ■ The employee should also submit a copy of her doctor’s certificate to confirm the above. ■ 8 weeks extension can be sought on maternity leave (as per the approval of respective group heads). These leaves will fall in the category of Leave without pay. Paternity Leave ■ Male employees of the Company will be entitled to a maximum of 5 days Paternity Leave for up to a maximum of 2 children born during the tenure with the organisation. ■ Paternity leave can be availed in case the employee has legally adopted children. Bereavement Policy ■ PVCMT recognizes that a time of bereavement is a very difficult one for an employee. In this regard, every effort will be made to ensure that the employee is able to attend to family matters. ■ An immediate family member includes spouse, parents, children, siblings, grandparents and parents-in- law (whether related by blood, marriage, or adoption). ■ Each employee may use up to five (5) days special leave per calendar year in the event of the death of an immediate family member. ■ Unused bereavement days do not carry over from one year to the next. The organization reserves the right to require proof of death and familial relationship. 21

EMPLOYEE HANDBOOK I PVCMT-HRM-01 General Rules ■ Leave applications are to be applied on KEKA for approval. ■ Should the employee not submit the leave application in advance, it must be submitted on the day he/she resumes work, or else the employee will be treated as absent and pay will deducted. ■ Leaves cannot exceed more than 15 days at one time. After that discretion of HR head / CEO. ■ Staffs are entitled to combine leave with holidays either before or after the leave period. ■ Sundays, Saturdays and other holidays within the leave period will not be counted as leaves. ■ Leave exceeding entitled leaves will be treated as ‘Leave without Pay’. 22

TRANSFER 05 POLICY

EMPLOYEE HANDBOOK I PVCMT-HRM-01 The transfer policy is applicable only for outstation transfers within India. Outstation here refers to locations exceeding 40 kilometers from the employee’s current work location. Content 1. Entitlements a) Expenses & Allowances The expenses of the transferred employee and his/her family (spouse and own children) shall be taken care of up to the limit permissible for the employee for a period of 14 days. Out of these, 7 days can be used in advance for a house hunting trip to the new location. The employee is expected to utilize this time to find alternate accommodation and settle down in the respective location. Accommodation can be availed for single, or family as needed. The list of approved accommodations shall be available with Facilities Management. Employees are directed to stay in these places within the tariff limits, as far as possible. Conveyance, porterage, and telephone expenses will be reimbursed as actuals. All other expenses shall be borne by the employee from the allowance available to him/her and his/her family (spouse and own children) as per table below. In case the transferred employee and his/her family (spouse and own children) make own arrangements, the allowance as specified below for this case applies. This allowance includes expenses for boarding as well and no additional daily allowance will be paid. In case stay in Hotel/ Service Apartment Limit for lodging expenses per day (excl. taxes) Category A Category B Category C cities cities cities Single/ Family Single/ Family Single/ Family Couple Couple Couple INR 7000/- INR 10000/- INR 6,000/- INR 9000/- INR 5000/- INR 8000/- Daily allowance for boarding expense Category A Category cities Category C cities cities Single/ Couple Single/ Couple Single/ Couple Family Family Family INR 1,200/- INR 2,400/- INR 1,000/- INR 2,000/- INR 800/- INR 1,600/- In case of own arrangement for Lodging Category A Category B Category C cities cities cities Single/ Family Single/ Family Single/ Family Couple Couple Couple INR 1,600/- INR 2,400/- INR 1,500/- INR 2,250/- INR 1,300/- INR 1,950/- 24

EMPLOYEE HANDBOOK I PVCMT-HRM-01 b) Local Conveyance arrangement Employee can avail reimbursement for airport/ railway transfers and commuting to work (while on temporary stay). Alternatively same can be arranged by company depending on the location. In case of self-arrangement, reimbursement will be on actual on submission of receipt/ bills. Class of vehicles: Class of vehicles for above purpose will be as per Domestic Travel policy. c) Reimbursement for shifting household goods The employee is entitled for reimbursement of expenses of transferring household goods including pets on account of relocation/transfer. Household goods related shifting expenses will be reimbursed at actual on production of invoice/ bill. Generally, company approved service provider shall be used for availing this service. In the absence of company approved service providers in certain locations, the employee needs to submit 3 quotations from different freight forwarders to HR for approval before finalizing the vendor. HR will select the appropriate vendor and communicate to the concerned employee to go ahead with shifting arrangements with the selected vendor. Shifting of any vehicles (4 wheelers/ 2 wheelers) depending on the distance as below. Distance above 500km: Vehicle shall be shifted through cargo (road/ rail). Distance below 500km: Can get reimbursement of actual fuel costs (maximum of INR 15/ per kilometer) with bill. In case of vehicle transfer and re-registration required then re-registration cost will be reimbursed by the Company. d) Relocation Leave Transferred employee shall be eligible for 5 days paid leave (at a stretch) for the purpose of arranging transport, packing and shifting household goods and setting up a new residence etc. The above leaves can be availed within 6 months of transfer, as the case may be. When applying for a relocation leave, holidays or weekend in between shall not be considered. Relocation Leave is approved by the receiving immediate supervisor of the employee e) Child Education Assistance An admission allowance for school admission will be paid to assist the employee in admitting dependent children in the desired school at the new location. INR 50,000/- will be paid per child. Number of children eligible is defined as documented in personnel file. In addition, the employee must hand in the latest school certificate of the children in order to confirm their school status. Payment will be done via payroll. This amount is payable only one time for the first year of transfer. 25

EMPLOYEE HANDBOOK I PVCMT-HRM-01 f) Brokerage for the House Brokerage for searching house for the first time will be reimbursed to the employee up to a limit of one month's rent upon submission of receipt from the broker and a copy of rental agreement. g) Loan for the house rent deposit The employee can opt for an interest free loan subject to a minimum of 1 months up to a maximum of 3 months house rent to pay rent deposit to the landlord. This will be recovered in 5 equal installments, starting with the 6th month of relocation. Advances (interest free) given towards House Rent Security deposit will be subject to income tax as per rule 3 of the Income Tax Rules 2. Entitlements a) Gratuity Gratuity payment shall be transferred in case employee changes legal entities with the transfer. The HR of the new location has to request the transfer of the Gratuity. b) Provident Fund Provident Fund (PF) shall be transferred from the old to the new location. The HR of the new location must request the transfer of the PF. c) Leave In case the employee transferred to a location within the same legal entity the leave account is transferred to the new location. In case the employee transferred to a location in a different legal entity the account must be settled before the transfer. d) Continuity of Service The count for years in service continuous with the transfer. There is no break in continuity of service. All the above benefits are applicable only for employees who are getting transferred from one location to another based on business requirement. This will be not applicable to new joiners or employees who request for a transfer for their personal reasons. All the above reimbursements and family assistance allowances will be recovered from the employee in case of cessation of employment by the employee within 18 months from the date of transfer. Any exceptions to this policy must be signed off by HR head & CEO. 3. Applicability To all confirmed employees 26

RETIREMENT & LONG 06SERVICE AWARD

EMPLOYEE HANDBOOK I PVCMT-HRM-01 Retirement Retirement age is 60 years. Long Service Award The purpose of this policy is to recognise and demonstrate the appreciation of loyalty and commitment of long serving employees and to define the categories of long service awards. This policy applies to all employees who have completed 5; 10; 15; 20 and above 25 years continuous paid service. S. No. Service Tenure Reward Amount (INR) 1 5 Years 2 10 Years Rs. 10000 3 15 Years Rs. 15000 4 20 Years Rs. 20000 5 25 Years Rs. 25000 6 30 Years Rs. 30000 Rs. 35000 28

SEPARATION 07 POLICY

EMPLOYEE HANDBOOK I PVCMT-HRM-01 The objective here is to spell out the process of separation between the Employee & the Organization and to ensure interests of both parties are safeguarded. Notice Period ■ Assistant Manager & Above 60 Days Period ■ Below Assistant Manager 30 Days 1. The notice period details are as under-. 2. Gross salary applicable to different levels of employees will be in consideration during the Notice Period. Full gross salary will be paid, if employees fulfil the Notice Period. However, if they leave earlier the difference in days will be deducted. 3. The option to relieve an employee prior to completion of the mentioned notice period rests exclusively with the company. 4. Any waiver of notice period needs to be authorized by reporting manager, department head and HR-Head. However, employee will forgo their salary for the notice period not served. Termination The company reserves the right to terminate employment without notice on grounds of breach of policy, misconduct, employees absconding, disciplinary issues, failure of background check or conviction under any court of law etc. Separation Process PVCMT is always unhappy to see an employee go, but if an employee has decided to resign and leave the organization, s/he must submit a letter of resignation to the reporting manager, copying HR. Once the resignation is accepted: 1. The employee must fill in the No- Dues Checklist, and get it signed by the reporting manager and other function heads. 2. Employee should also attach pending claims, if any within 7 days of the acceptance of the resignation. 3. HR representative will conduct the Exit Interview with the employee. 4. A relieving letter will only be issued after the No- Dues form is submitted to HR department. Please note- In case the employee is absconding, strict Legal action will be taken against the employee. 30

EMPLOYEE HANDBOOK I PVCMT-HRM-01 Full & Final Settlement The salary for any employee who has submitted his/her resignation will be put on hold for the month in which his/her resignation information is made available to payroll. The held- back salary month in which his/her resignation information is made available to payroll. The held-back salary. of the employee will be paid along with the full and final settlement. Maximum time for full & Final settlement is 45 days from the employees' last working day at PVCMT. Leaves during Notice Period Employees cannot avail of any leave during the notice period except under exceptional. circumstances (to be approved by reporting manager / HR). In such cases, the notice period will be extended by the same number of day(s) for which the employee is on leave(s). Exit Interview The employee will be required to complete an exit interview with the Human Resources. Department. During the exit interview, the employee can express him/herself freely. All information will be kept strictly confidential and will in no- way affect any reference that PVCMT management will provide to another employer. 31

EMPLOYEE 08WELFARE POLICY

EMPLOYEE HANDBOOK I PVCMT-HRM-01 Birthday Celebration It only happens once a year and employees will be made to feel special. We at PVCMT like to celebrate the day and make it special for you. ■ A personalized birthday mail on the day. ■ A monthly cake cutting celebration for all birthdays that month. Wedding Gift The gift can be handed over to the employee either while attending the wedding or by visiting the employee at his/her residence. The amount given as gift shall be added to the employee’s income for the purpose of taxation. On the wedding (Self), a gift cheque of Rs. 5,100/- shall be given by the manager of the department to the concerned employee. Newborn Baby The employee shall be presented with a gift cheque for Rs. 2,000/- by the employee’s Reporting manager. The gift per child shall be applicable to two children only. The amount given as the gift shall be added to the employee’s income for the purpose of taxation. Transportation Cab/ Transportation Benefit: To ensure the employees reach office on time we will provide shared cabs/ bus facilities to its employees on point-to-point basis. Contact HR for Bus/Cab details. If employee staying late for work more than one hour, a drop facility is provided to the employee. However, to avail this: 1. The employee must have HOD’s approval on staying late for work. 2. Taxi bills with HOD signatures need to be submitted to finance by the 25th of every month. Should anyone be found misrepresenting ‘staying late for work’, as a penalty last 3 months of reimbursements against cab bills will be deducted. Transport Facility Company has a transport facility for staff employees who have opted for company transport. Employees must adhere to their pick-up points, routes and timings. There will be monthly deduction of INR 1100/-. Deductions will be on monthly basis, once employee opted the company transport facilities then deductions will be a p p l i c a b l e f o r e n t i r e months. If someone want to discontinue company transport facility, need to inform in advance to HR prior to minimum one month. 33

EMPLOYEE HANDBOOK I PVCMT-HRM-01 Arrival and departure times of company transport needs to be honoured by each & every employee as its common transport for everyone. Employees using company transport and must work late (minimum 01 hours) can use taxi service providers (like Ola / Uber etc. by approval of his/her supervisor) to go home and claim the expenses. Breakfast/ Lunch/ Dinner Company will provide lunch to its employees at a subsidized rate. A standard deduction per diet per employee through payroll is applicable to all. Tea/coffee will be available in the canteen or at their workplace to all employees during the teatime. Lunch will be served in canteen as per timetable mentioned by the HR. Dinner will be served to staff employees, who are staying late for work and 2nd Shift employees and as per timetable mentioned by the HR. The late stay of the staff should be approved by their manager. Car Lease Policy PVCMT provides its employees the option to avail company leased car in order to support the travel needs of the employee to discharge official duties. The purpose of this policy is to provide uniform rules and guidelines for availing the option of company leased car (CLC). Type of car: Eligible employees will have flexibility to select a car of their choice provided the following criteria is fulfilled: 1. Engine capacity should be less than 2500 cc 2. An employee cannot avail Car lease scheme for more than one vehicle at any time and is required to close the existing lease before initiating a new request. Leasing Period: The company will be acquiring the car on lease from appointed leasing company for the period of 3 or 4 or 5 years as per option exercised by the employee. Vendor Details: The leasing company will finance the car for the leasing period. Current vendor for PV Clean is the company “Lease Plan” and this may be subject to change based on the requirements. Leased Car Usage: ■ The company leased car should be used for official duties and partly for the personal use of the employee. ■ Maintaining the vehicle in a reasonably good condition is the responsibility of the employee. ■ Employee is responsible to ensure the vehicle is insured at all times without any lapse in policy. ■ Employee is required to ensure all complaints against vehicle are responded on timely 34

EMPLOYEE HANDBOOK I PVCMT-HRM-01 manner including any payment of penalties, challans issued by Traffic Police etc. ■ The employee shall not undertake any modifications to the vehicle or replace parts of the vehicle, which results in reduction in its value or adversely affects its performance. Lease Payment: ■ The payment of lease rental shall commence from the month the car is delivered to the employee if the delivery is before 15th of the month. If the car is delivered after 15th of the month, rental payment will commence from the next month onwards. ■ All amounts of lease rental are adjusted from Special Allowance of employee by HR team before processing of monthly payroll. ■ Fuel and maintenance and insurance of the car will be the responsibility of the employee. Eligibility: ■ Employees who are managers and above level and have a minimum of one year experience in the company. ■ The amount equivalent to the EMI will be drawn from other allowance and adjusted in CTC. ■ The grade wise car lease eligibility criteria is as follows: Grade Monthly Car Allowance (INR) Band 1 & Band 2 70,000 50,000 Band 3 40,000 Band 4 ■ Employees availing CLC will be eligible to avail reimbursements for fuel, car insurance, maintenance and driver salary as mentioned as per appointment letter. For more details please discuss with HR. Taxation: ■ The employee will be liable to pay income tax on the value of the perquisite under the Income Tax Act, 1961 as may be applicable from time to time. Any change in income tax liability on account of changes in rules and regulations prescribed under the Income Act, 1961 shall be borne by the employee. ■ The below amount is added into the perquisite income of the employee irrespective of lease rent and other reimbursements: 35

EMPLOYEE HANDBOOK I PVCMT-HRM-01 ▪ Vehicle Engine < 1600 CC: Rs 1,800/month ▪ Vehicle Engine > 1600 CC: Rs 2,400/month Leasing Procedure & Steps to Initiate ■ Collect the quotation for the car of your choice from the empaneled dealer of LeasePlan. If you have individually managed lesser quote from another dealer, the same price will be negotiated by LeasePlan from their empaneled dealer. ■ Employee can avail all the discounts available from dealer & manufacturers which are made available to retail consumers. ■ Register on salaryplan.co.in and upload the quotation provided. ■ Once the quotation is uploaded, rental calculation (rate chart) is generated shared over email to the HR (for approval) and to the employee (for information) ■ Once the notification mail is received, the HR approves the request through the salary plan website after verifying eligibility & special allowance amounts. ■ After the request is approved by the HR, Lease Plan (vendor) will release the Purchase Order (PO) to the dealer ■ Employee will receive the car delivery based on availability of model & color selected by employee. ■ Employee database and details will be downloaded from the lease plan website and the changes in payroll will be made accordingly. ■ In case of foreclosure, employee must contact the HR for further steps as defined below. ■ In case of normal closure of the car lease, lease plan will notify the employee for further actions as defined below and proceed accordingly. ■ On completion of the lease period and on settling of the car to the leasing company, the employee will be entitled to rejoin the car scheme. ■ Please note the Car Lease can be initiated only for new vehicles delivered from company authorized dealer’s showroom and can not be supported for purchase of used vehicles either from retail or agents. ■ Employee need to sign the necessary agreement for availing the car lease. Closure of lease upon lease period completion At the end of the Lease Term, the employee has an option to: 1. Buy the car by paying the residual value as specified in the lease calculation sheet plus taxes. 36

EMPLOYEE HANDBOOK I PVCMT-HRM-01 2. Surrender the car to the lease company following guidelines as stated in beginning of car lease. Foreclosure of lease Employees have an option to foreclose the company car lease scheme due to any of the following reasons: 1. Resignations (including terminations) 2. Retirements (including Voluntary Early Retirement) 3. Personal Reasons In such cases, the foreclosure charges/expenses shall be borne by the employee in totality. On separation of the member will have to foreclose the lease, below are options available to the member. The member also has to get a no due clearance from the lease company in order to get their full and final settlement and the relieving letter. Following will be the treatment based on resignation date: ■ If the resignation is between the 1st and 15th of the month, the lease will be terminated at the end of that particular month. The foreclosure value will be generated as per that month end. ■ If the resignation is between the 15th and end of the month, the foreclosure value will be generated a of the subsequent month and the lease rent for the subsequent month will have to be paid. ■ Member has the option to foreclose the lease and purchase the car by paying up a predetermined Lease Terminal Value to the Lease Company (Lease Terminal Value- is the value determined using a standard formula by Lease Company as an amount that needs to be paid up the individual in case of foreclosure of the lease) ■ In case the member is joining another employer, member also has the option to transfer the lease agreement to new employer (However this is subject to the acceptance of the other leasing company and to their arrangements, if any, with the new employer). ■ Member can also allow leasing company, to sell the car in the market and pay up the difference between the lease terminal value as applicable and the market rate (in case the market rate is lower than the lease terminal value). Here the market valuation of the leasing company will be treated as final. In cases where employee fails to make the payment of Residual Value or Foreclosure charges (as applicable) to leasing company, Company reserves the rights to initiate necessary steps to collect the vehicle from employee or deduct the amounts from Payroll & Final Settlement deductions. 37

EMPLOYEE HANDBOOK I PVCMT-HRM-01 Policy Governance Any clarifications, exceptions under this policy are required to be brought to the attention of Compensation an Benefits team. All revisions, deviations require written approval from HR Head. Compensatory Off & Credit Based Encashment - Operations & Quality All Staff employee of PVCMT in Operations (Production, Store, Maintenance & Purchase) and Quality with the CTC up to 6 Lakh. General C-off policy (as mentioned earlier) will be applicable to employees above 6 Lakh CTC. Credit Point Based Encashment For Staff Working In Extended Shift In Operations HODs/Production head will send the list of employees every month who are working in extended shifts and are eligible for credit-based encashment (Weekday). ■ For additional 3 hours - 2 credit point ■ For additional 1.5 hours - 1 credit point ■ When employee accumulates 4 (Half Day) or 8 (Full Day) Point., It will be converted to C-off and paid to employee along with salary. The accumulated c-off will be paid as per below table and no monthly carry forward will take place. Monthly Accumulated Credit C-off 1 to 3 0 4 to 6 0.5 7 to 10 11 to 14 1 15 - 18 1.5 and so on 2 Periodic Health Check-up Scheme ■ The periodicity for the health check-up shall be once a year. ■ The employee has option to get the check-up done, from any hospital of his/her choice, subject to the overall limit as per his/her entitlement. 38

EMPLOYEE HANDBOOK I PVCMT-HRM-01 ■ The company shall reimburse only to the extent of his/her respective entitlement and rest of the amount shall be borne by the employee himself/ herself. ■ The different category for the purpose of Periodic Health Check Up have been mentioned as under: ■ The employee will be entitled for this scheme after one year of continued service. ■ For GM & Above, whose age>55, must undergo for the medical check-up every year. ■ Check-up date will be treated as Official Duty (OD). ■ The paid health check-up bills in original must be handed over to the Accounts department for reimbursement, HR must approve all the bills. S. No. Category Maximum permissible limit General Manager & above (RS.) (Non-Accumulative) 1 2 12000 3 4 Staff Members above 40 years 6000 Workers above 40 years (Not covered in E.S.I.) 4500 Other Staff & workers Nil Professional Courses The purpose of this policy is to define the conditions under which PVCMT supports the employee to pursue professional courses as a development and retention measure. ■ Any white-collar employee can opt for a professional course. ■ Employee must obtain prior approval from the department head & CEO, giving details of the professional course (which is related to the area of the activity at our organization) he/she intends to pursue. ■ The professional course should be recognised by a university or the Department of Technical Education or some other reputed body of standing that supports Engineering activities. ■ Reimbursement of any professional courses, as approved by the management, must be claimed after successful completion of the course. ■ An employee can opt and reimburse: 1. 100% of the examination Fees only, of any Professional Course (PMP, AWS, Certification or equivalent) 2. 100% of the examination fees for the German Language Training. 39

EMPLOYEE HANDBOOK I PVCMT-HRM-01 Reimbursement Guidelines ■ Employee must take the approval from the department head & CEO. ■ To get the reimbursement, the employee must initiate for the approval with following details: 1. Approval must be initiated within 30 days from the date of result announcement. 2. Must attach the approval email along with the course completion certificate. 3. Approvers must be Supervisor > Department Head > CFO > CEO. 40

SALARY ADVANCE & 09CONTINGENCY LOAN

EMPLOYEE HANDBOOK I PVCMT-HRM-01 The objective of this policy is to assist those employees facing urgent family exigencies which require immediate financial assistance. Policy Guidelines Many a times, an individual comes under temporary financial distress. As a good employer, PVCMT is resolved to take care of its employer in certain financial emergencies. The same are stated below: ■ Special lifetime occasions (e.g., marriage of Self/Children) ■ Medical emergencies of family members (i.e., Self, Spouse, Children, dependent parent). ■ Any other acceptable pressing reason. The proposed service tenure, maximum permissible limit of financial assistance and repayment period is mentioned in below table: Employment Tenure Maximum permissible Maximum repayment < 2 years limit of advance period Not eligible for Advance N/A 2 years to 5 years Two months’ gross salary 12 Months > 5 years Four months’ gross salary 24 Months Deviation, if any, in amount of loan or repayment period shall only be made after specific written approval of CFO and CEO. Procedure ■ An employee wanting a salary advance/ contingency loan should submit a written request to the Function Head/Plant Head through the respective Reporting Manager. ■ CFO & CEO shall approve the request for salary loan upon the recommendation of Reporting Manager & HR Head and forward to the accounts department to release the advance amount. ■ The employee shall be required to sign a demand promissory note in favour of the organization. ■ Should there be any grounds for rejections of a request, the concerned employee, HR Head, and the Department Head will be notified. Repayment ■ Accounts Department on being satisfied about the eligibility of the application received shall process the application and release the amount within 1 week of receipt of request. 42

EMPLOYEE HANDBOOK I PVCMT-HRM-01 ■ In the event of an employee resigning, before the salary advance has been repaid, the entire outstanding becomes immediately repayable. ■ In case of death of an employee, who has availed personal loan from company and has not repay it fully, the residual amount would be recovered from his/her full & final settlement. ■ Since the loan is interest free, the benefits of the same shall be treated as perquisites under Income Tax Act, 1961 and shall be treated accordingly. 43

TRAVEL 10 POLICY

EMPLOYEE HANDBOOK I PVCMT-HRM-01 PVCMT ensures that employee travel is consistent with the business objectives to provide fair and equal treatment of employees by defining procedures for authorized business travel and guidelines for expense reimbursement. Travel Policy ■ All travel should be consistent with the business need and with prior approval of Reporting Managers. ■ Post travel, the dully filled 'Travel Expense Form', needs to be approved by the Reporting Manager and Function Head. ■ All Travel Expense Statements must be supported by actual bills and vouchers. ■ Approved statements need to be handed over to the Accounts Department for reimbursements, within 5 days of return from travel. Any delays beyond 5 days need to be supported by proper reason and approved by the Function Head. ■ Any falsification of data or supporting documents for purposes of reimbursements, will be treated as a serious misconduct and followed up by disciplinary action. ■ Employees will not be allowed to pursue any personal work while on official tour. ■ No leave shall be granted to the employees while on official travel, unless otherwise approved. ■ Liquor bills are not permissible and will not be reimbursed. Local Travel ■ Employees are entitled to take the best option available and will be reimbursed on actuals. ■ Additionally, grades below entitlement, carrying heavy goods, can avail individual cabs. Grade Mode of Travel Refreshments (If travel AGM & above Individual cab on rent is of more then 8 hours) Manager & Sr. Manager Actual. Maximum of Rs. 200/- shall be reimbursed UBER Go Cab Rs. 100/- Sr. Engineer to Dy. Manager UBER Go Cab Rs. 80/- Up to the level of Engineer UBER Go Cab Rs. 50/- 45

EMPLOYEE HANDBOOK I PVCMT-HRM-01 Own Transport: Employees using their personal vehicles for official work shall be reimbursed as below. Fuel Rate/Liter Two- Wheeler Four - Wheeler 61 to 75 Rs. 3.90/- km Rs. 7.80/- km 76 to 85 Rs. 4.50/- km Rs. 8.50/- km 86 to 95 Rs. 4.75/- km Rs. 9.00/- km 96 to 105 Rs. 5.00/- km Rs. 9.50/- km 106 to 115 Rs. 5.25/- km Rs. 10.00/- km ■ Toll charges incurred will be reimbursed on production of receipts. Domestic Travel ■ Reimbursement for travel domestically will be made on an actual basis subject to the limits specified in the tables below. ■ Employees travelling for business purposes can avail of the following modes of transport, based on their position in the Company. Grade Mode of Travel Hotel / Lodging allowance Band 1 & 2 Air (Economy) / Train Band 3 Executive CC / 1st AC (on actual up to) Band 4 Air (Economy) / Train A / B / C Cities * (In Rs.) Band 5 Executive CC / 1st AC Air (Economy) / Train on actual Band 6 & Executive CC / IInd AC below Train IIIrd AC, Bus Travel will 6500 / 5000 / 4000 be reimbursed at actual Train IIIrd AC, Bus Travel will 4000 / 3500 / 3000 be reimbursed at actual 3000 / 2500 / 2000 2000 / 1500 / 1000 *Key management will get the reimbursement on actual. *Tier 1/2/3 cities as per PVCMT's norms. 46

EMPLOYEE HANDBOOK I PVCMT-HRM-01 City Group Classification A B Delhi NCR, Mumbai, Chennai, Kolkata, Pune, Hyderabad, Bangalore, C & Chandigarh All other state Capitals, Ahmadabad & Major Tourist Cities (as per following list) All other cities / town not covered in A & B above List of Major Tourist Cities Agra/ Gwalior/ Mahabalipuram Aurangabad /Haridwar/ Madurai Andaman /Indore/ Nagpur Ahmadabad /Jodhpur /Ooty Allahabad /Jaisalmer/ Puri Amritsar /Khajuraho/ Rishikesh Bikaner/ Kodaikanal /Tiruchirapalli Baroda /Kullu Manali /Tanjore Cochin/ Kovalam /Tirupati Coimbatore /Kanpur /Udaipur Darjeeling /Mysore/ Varanasi Vishakhapatnam /Ludhiana /Jalandhar 47

EMPLOYEE HANDBOOK I PVCMT-HRM-01 ■ Boarding and lodging allowance @ 25% will be paid in case of own arrangements. ■ Maximum duration of tour will be 5 days at a stretch and stay beyond need to be approved by CFO/CEO. ■ The policy does not provide for an element of profit or remuneration. Hence staff is expected to use their discretion in choosing the appropriate travel and boarding option. ■ In case traveling in groups, employees may choose to downgrade from their eligibility, and be part of the team. ■ Staff has the right to claim an advance, to cover travel expenses, in case of travel beyond 5 days. The amount would need to be requisitioned, with approval from the respective Manager. ■ Laundry expenses are reimbursed when the period of stay exceeds three days. International Travel These guidelines cover employees working in all the establishments of the company and are applicable to all types of foreign travel up to 6 months. Employees must claim the daily allowance as per the attached Annexure I. Daily Allowances: 45% of the allowance is meant to cover lodging (accommodation expenses) and the remaining 55% to cover Boarding and other Incidental Expenses. The further break-up of boarding allowance is as under: ■ Breakfast – 15% (of 55%) ■ Lunch – 30% (of 55%) ■ Dinner – 30% (of 55%) ■ Other Incidentals – 25% (of 55%) In case Lodging expenses are more than 45%, the same will be reimbursed at actual on production of hotel / service apartment bill. Booking cost to be aligned with HOD, CFO / CEO before travel. Lodging expenses will include service charges, taxes if any. If breakfast is included in lodging, the employee is required to reduce his boarding allowances to the extent of 15% of the 55% allowance available to him/her. When clients are entertained by an employee for breakfast, lunch, or dinner, he/she is required to reduce his boarding expenses to the extent of the relevant above-mentioned items of the boarding expenses. Likewise, if an employee is entertained by client or office colleague, the employee is required to reduce his boarding expenses to the extent of the relevant above-mentioned items of boarding expenses. Similarly, if lunch or dinner is provided by the company or institute as part of the training, conference, or workshop, the employee is required to reduce his boarding expenses to the 48

EMPLOYEE HANDBOOK I PVCMT-HRM-01 extent of the relevant above-mentioned items of boarding expenses. It is necessary to submit the entertainment expenses with all original bills, receipts, etc., with full details including names of persons entertained and name of the Company as per the new Income Tax rules. For the day of departure and the day of arrival, any necessary expenses incurred may be reimbursed upon the receipt of bills supporting the claims. International Business Tour Allowance will be applicable for any tour lasting up to 30 calendar days. If an employee is on business tour for more than 30 calendar days, he will be entitled to Deputation Allowance after the first 30 calendar days. Conveyances expenses should be detailed in the currency in which they are incurred on day to day and receipts and vouchers wherever possible are to be submitted with Foreign Tour Expense Report (FTER). FTER along with necessary bills and receipts (original) to be submitted to HR department within 7 days after his/her return for settling the accounts. Employees are given foreign currency as sanctioned by the RBI. Excess foreign currency, i.e., difference between foreign currency received and his entitlement as per company's rules, must be surrendered within 7 days after his/her return. Foreign currency is given to employees to meet the expenses such as lodging, boarding, conveyance, etc., as per rules of the Company. As such, employees are required to use the foreign currency for Company’s business only. Unutilized foreign currency will be surrendered to RBI. In view of this, employees cannot utilize the foreign currency for personal use. Kit Allowance of Rs.7500/- will be paid against bills for the employees who are travelling abroad to buy necessary items like suitcases, warm clothes, blazers, etc. This will be paid once in 3 years. Travel Approval CFO & CEO can approve the travel based on Company’s business requirement. The following allowances are applicable to the employee towards the incidental expenses. ■ On the day of Departure or Arrival (in India) – 25 Euros. ■ On the day in transit – 25 Euros. International Sim card Company will issue international sim card to the employees those who travelling to different countries for the period of maximum 15 days. If the employee is travelling for more than 15 days, then the employee must purchase the local calling card/sim card and Company will reimburse the official usage charges up to the maximum limit of Rs. 1500 per week band 3 to 6 and Rs. 2000/- per week for Band 1 & 2. 49

EMPLOYEE HANDBOOK I PVCMT-HRM-01 Country Annexure I (Deputation Allowance) ASIA (International Business Tour Allowance) (Euros) Aden Bahrain (Euros) 42 Bangladesh 61 56 55 China 81 55 Hong Kong 56 94 Indonesia 73 74 125 83 Iran 98 62 Israel 110 95 Japan 83 61 Jordan 127 90 Kuwait 81 91 Korea, South 120 55 Malaysia 121 64 Philippines 73 57 Saudi Arabia 73 72 Singapore 76 41 Sri Lanka 96 72 Taiwan 55 62 Thailand 96 54 Turkey 73 68 Oman 72 55 Qatar 90 64 United Arab Emirates (UAE) 73 55 Vietnam 85 AFRICA 73 44 Egypt 45 Kenya 59 64 Nigeria 60 42 South Africa 85 36 Zimbabwe 56 43 Zambia 48 AMERICA 57 64 Canada 76 USA 85 60 Brazil 101 64 Mexico 80 AUSTRALIA 85 74 Australia 60 New Zealand 98 80 50