INDUCTION

1. INDUCTION

2. Welcome to SEAL At SEAL, people are our most valuable assets. We look for and hire only the best and ambitious people in the industry, who can help build SEAL to be the best IT service company in India. We are pleased that you are the one of those individuals and have chosen to join SEAL.

3. HR Policy • SEAL shall constantly work towards identifying high potential employees considering their competence, organization fit and organization’s growth strategy. • SEAL shall retain its high performing employees and constantly aligns itself to mitigate the organizational and environmental challenges. • SEAL shall maintain highest standards of Integrity, Confidentiality, Efficiency, Honesty, and Respect with respect to its employees. • SEAL Employees’ strength : 300 (Approx)

4. SEAL Infotech Locations • ASIA-PAC: Chennai |Hyderabad |Mumbai |Colombo • USA: New Jersey | Phoenix | San Mateo | West Chester-IL • Middle East: Dubai • North Africa: Kenya (Nairobi) • UK: London

5. Organization Structure India Entity – Senior Management

6. Delivery

7. Vamsi Chelluri Managing Director Sankara Subramanian Chennai Sagar Aluri Hyderabad Vardhaman Nitave Mumbai Center Heads

8. Sales Vamsi Chelluri- Managing Director India Sri Lanka Bangladesh Africa, Middle East & North Africa Syed Hyder Europe Public Services Suman P Strategic Accounts Sandeep Mathur Retail & AFS Amol Cross Industry South: Sandeep M West: Suman North & East: Amol

9. Support Organization

10. Competency Development – Technology Services Vamsi Chelluri – Managing Director Practice Lead NetWeaver / Technical ABAP Senthil Kumar T XI / xMII / DUET / EP / SRM Gupta KVN BASIS & Security Madhav BI / BOBJ Amit Kapoor

11. Competency Development – SAP Functional

12. Consulting Designation hierarchy • Principal Consultant • Lead Consultant • Senior Consultant • Consultant • Associate Consultant • Trainee

13. HR Department Org Structure

14. GENERAL ADMINISTRATION ID & Business cards: ID & Business cards (based upon the approval) would be given within one week to ten days after the joining of the resource. When there is a loss of Identity Card or Access card, upon payment, replacement cards will be issued to the employee. As there is scope for change in amount, employee has to check with the admin department for details of payment. Bank account: We have our corporate account with HDFC (For Chennai & Mumbai based employees) ICICI (Hyderabad based employees) Bank and all new joiners would receive the HDFC / ICICI Bank welcome kit within ten days after joining. Mediclaim cards: Will be processed once we receive the Dependants information from the Resources and the card will be given to the Resources within one month after the joining.

15. Status Change It is the responsibility of each employee to promptly notify the HR Department of any changes in his/her personal data. Listed below are some of the types of information that needs to be accurate and current at all times: Residence: Current residence and/or mailing address, if different address, if different from residence. Dependants: Parents, spouse, extended family members (to comply with insider information regulations). Contact numbers: Residential phone number (s) and mobile number (s). Emergency contact: Individual (s) to be contacted in case of an emergency. Additional qualifications: Update on any additional qualifications / certifications. New entrant in the family: Spouse / new born child.

16. Employee Zone Employees can access their Skill Matrix, Suggestions / Complaints / Time Sheets through a common web location called “EMPLOYEE ZONE”. http://10.175.0.21:4040/EmployeeZone/ (Employees who are in Chennai office) http://203.199.250.198:4040/EmployeeZone/ (other than Chennai office) Use Internet Explorer for opening the above link. Skill Matrix: To be used for identifying the primary and secondary skill areas of the employee, Educational Qualifications, experience in each area and certifications if any possessed by the employee. Suggestions / Complaints: To involve and encourage all the employees to provide creative suggestions for improving our Operations or Business. This page can also be used for posting any complaints.

17. Employee Zone Time Sheets: Employees should submit their timesheet through this application on or before 27th of every month. Applying Leave: To apply for a leave based on the available balance Employee Search: To fetch the employee details like Id, Name, Module, location and Official mail id Upload Resume: To upload employee’s updated resume

18. Information Security • ISMS Policy • Why & how important is to follow ISMS • - Our internal requirement • - Client requirement • - Business needs • NDA • Do’s & Don’ts w.r.to Information security • - Displaying id card • - Cooperating with security • - Usage of personal items • - Client visits

19. Employees responsibilities – Information Security • All Employees are responsible for complying with the principles, axioms and policies in the Information Security Policy Manual where relevant to their jobs. • Employees are responsible for maintaining the security of all information entrusted to them.  Upon hire, as a condition of employment, each employee undertakes to comply with SEAL’s Information Security Policies. • Follow the Clear Desk and Clear Screen policies. • To identify and inform the management on the information security incidents. • Not to tailgate and encourage others to do. To undergo security checks before entry / exit from the premises. • Not to bring in any removable electronic media inside the premises, if brought, hand it over to Security. • Not to share any confidential or proprietary information of the company or the customer with others. Not to share the credentials with others. • To attend the required trainings and awareness sessions on organization's information security management systems. • Not to involve in any kind of hacking (ethical or not), should try to reach restricted folders. Should not use organization's network for any personal use. • To help other employees with respect to information security.

20. HR Policies Note: Company policies / procedures are subject to change

21. Performance Appraisal Policy * Salary Appraisal is based on individual / organization performance.

22. Probation Policy • All the new hires shall be on probation for a period of 6 months from the date of joining in the organization. • Probationary period of employment shall come to an automatic end on completion of probationary period unless other wise communicated to the employee by a specific order from the company in writing.

23. Working Hours Policy • SEAL Infotech Chennai, Hyderabad and Mumbai offices from Monday through Friday will operate between 10am to 7 pm. • In some geographic locations Customer may be having a different weekend days other than usual Saturday and Sunday, in such case the staff working in such projects may be asked to work in alignment with the customer schedules. • The staffs working at Customer locations (Domestic / Overseas) should follow the timings of the Customer or as decided by the Delivery Manager.

24. Dress Code Policy • Business formals from Monday through Thursday. • Either the above or smart casuals on Friday.

25. Mediclaim Policy Personal Accident policy: To provide with the benefit of hospitalization insurance for employees in case of accidents. Benefits under this policy will be Rs.1 lakh per person per annum for the employees Group Mediclaim policy: The company provides with the benefit of Group Mediclaim Policy for all employees, spouse & their children within the country. Benefits under this policy will be Rs.1 lakh per family per annum for all the employees. Company will provide medical coverage to the employee’s parents also  i.e. the premium amount of the employee’s parents will be paid by the Company upto Rs.1 lakhsubject to fulfillment of the below criteria. - Employee should have completed at least two years service with SEAL - Employee should have paid minimum of one year premium through SEAL The policy covers reimbursement of hospitalization and /or Domiciliary expenses only for illness/diseases contracted or injury sustained by the Insured person.

26. Group Insurance Scheme Eligibility: All the employees / Trainees / SEAL contractors Sum Assured – Rs. 10 Lacs Insurance Company - MetLife

27. Gift to Employee on Wedding Entitlement: All employees getting married would be entitled to receive a gift cheque of Rs.5000/-. It is the responsibility of the Employee to inform the HR Department in advance (minimum 2 weeks) to make the necessary arrangements. Procedure of claims: Employee needs to submit wedding card (Soft / Hard copy) to the HR Department.

28. Employee Referral Policy Employees may refer friends / acquaintances for positions in the Company. The individual who referred the candidate is paid the referral amount after tax deduction. For the positions Associate Consultant / Consultant – Rs 25,000/- For the positions Senior Consultant / Lead Consultant / Principal Consultant – Rs 50,000/- All referral should be sent to referrals@in.sealconsult.com

29. SAP Certification Policy • The fee required for appearing for SAP Certification exam has to be born by the employee and there will not be any re-imbursement to employees after they receive certification from SAP. • SEAL will provide the necessary documentation to SAP India that is required for certification.

30. Gratuity Policy Eligibility: Employees who have completed 5 years of continuous service with SEAL are eligible for Gratuity when they leave from SEAL. Who will pay? Gratuity amount will be paid by the Life Insurance Corporation (LIC) of India only when the employee left the organization Amount payable: According to the Income Tax Act, gratuity will be calculated on last drawn basic salary subjected to 15 days basic salary for number of completed years’ of service.

31. Policy On Sexual Harassment Of Employees This policy aims at creating a permanent mechanism for prevention and redressal of Sexual Harassment. This policy also helps creating a working environment at SEAL Infotech Pvt. Ltd, which is free of sexual harassment and other acts of gender related violence.

32. Payroll Cycle & Time Sheet Submission Policy Salary is processed from 25th of previous month to 24th of current month and the Salary credit date would be 5th of every month. (If 5th falls on a holiday or Weekend the salary will be credited on immediate next working day). • All the employees must submit their online Timesheets on or before 27th of current month and respective reporting manager should review and approve / reject the timesheets before 29th of the same month. • For all those employees whose approved timesheets received after 30th of the month, the current month salary will be processed along with next month salary.

33. Annual Performance Bonus • Salary (CTC) will have two components names Fixed (90%) and Bonus Component (10%) This Bonus component will be part of the “Other Allowance” in the salary break up. The Bonus component so deducted may be paid in the month of April every financial year • The following factors to be considered for repayment of Annual Performance Bonus to Employees • Individual Performance Rating • Individual outstanding performance (Unit / Division (as categorized below) Performance rating • - ERP / SCM / CRM / MII • - Geographic region(India, ME, Africa, Europe) • - Domestic / Offshore • Industry Vertical (Retail /AFS / HITEC) • Organization Performance • - Top line, Bottom line, Overall Growth, New Business verticals / Areas • Market Scenarios (SEAL services domain) • Global Economic Situation

34. Travel Policy – Domestic & Overseas • In addition to accommodation, Outstation Daily Expenses are given to employees towards reimbursement of their expenses during outstation travel/Stay. • This is for Food, Local Travel, miscellaneous / sundry and other Incidental Expenses such as, telephone calls, laundry, beverages etc. In order to minimize the paper work and procedures, a fixed daily amount (based on the cadre and project location) will be paid towards these expenses. • Detailed Allowances structure is available in the Travel policy document

35. Night Shift Allowance Policy • Night shift allowance is in addition to Per Diems, wherever applicable and it will be paid at the rate of Rs. 200/- per each working day. The amount is inclusive of Expenses which the employee may incur towards local conveyance and food. • Employees are eligible for Night shift Allowance payment only if they work minimum of 6hrs in the Night shift between 8pm to 6am.

36. Policy for Base Location Change Transfer fall into one of two categories: those initiated by Management or those made in response to an employee’s request. Transfers initiated by the employer may be necessary because of project needs; corporate restructuring etc where reimbursements on relocation will be taken care of by the Company with initial accommodation of 7 days. Employees may initiate a transfer due to family / location constraints where the Company will not pay any relocation reimbursements. Either way, transfers may be temporary or long-term, depending on the organization’s business needs.

37. Leave Policy Casual Leave (CL) Casual leave of 0.5 day will be credited to the account at the end of every month (6 days per year). This leave should be exhausted within the year and it cannot be carried forward to the next year. Sick Leave (SL) Sick leave of 7 days for the financial year will be credited to the account on the day of joining based on pro rata. There is no limitation to accumulate SL. Privilege Leave (PL) Privilege leave of 1 day will be credited to the account at the end of every month (12 days per year). PL can be accumulated up to 36 days. Above 36 days carry-forward will lapse. PL can’t be encashed.

38. Leave Policy for Contractors & Trainees • Contract Employees: • A total of 1½ days leave will be given per month for contract employees • There won’t be any classification for this leave as CL, SL or PL • This leave cannot be taken forward it will lapse at the end of the year. Leave Encashment is not applicable. • Trainees: • A total of 1 day leave will be given per month for Trainees. • There won’t be any classification for this leave as CL, SL or PL • This leave cannot be taken forward it will lapse at the end of the training period. Leave Encashment is not applicable.

39. Leave Intimation Process • For those who are on Projects: The leave application should be addressed to the concerned Project manager. Once the Leave is approved considering the project needs / schedules, the project manager will forward that mail along with approval to the individual and mark cc to concerned Engagement Manager, Delivery Head and HR. • For those who are not on projects: The leave application should be addressed to the respective Centre Head (with cc to Competency Lead). Center Head will take inputs from corresponding Competency Lead and approve the leave. Center Head will send the Approval mail to the individual with cc to Competency Lead and HR. • For those who are in Support Departments: The Leave application should be addressed to the concerned Dept Head (if the Dept Head is in the same Center as that of the employee) or to the concerned Center Head with cc to Dept Head (if the Dept Head is in different Center as that of the employee).  Once the Leave is approved, Dept Head /Center Head will forward that mail along with approval to the individual and mark cc to HR.

40. Procedure to apply for leave • Any leave should be taken after proper approval from authorized Managers • The Manager would approve / disapprove the leave based on project needs marking a copy to HR • Leaves taken without adequate balance will be treated as leave without pay (LOP). Note: Please do NOT mark leave mails to HR. the approved leave mails will be sent to HR by the Centre Head / Project manager / Dept Head.

41. Policy for Compensatory off and Project Break Leave • Employees who are working on a customer holiday including weekly holiday C.off on the roster basis will be approved by Project Manager during the execution of the project itself. • Earning of this C.Off will be restricted to a maximum of 5 days accumulation per project and can be availed along with the Project Break Leave. • Consultants can avail 1 day comp-off immediately after the overseas travel, even if the project duration/assignment is less than 3 months. This 1 day comp-off is primarily to take care of jet-lag and give adequate rest. Support / Delivery Resources • Compensatory offs are not applicable to Support staff (Admin, IT, Finance, Purchase, Human Resources, Training and Quality). • Compensatory offs are not applicable for Center Heads; Competency Leads, Practice Leads, Delivery Heads and Managers

42. Work From Home Policy “Work from Home” is allowed only under exceptional conditions. Work from Home Intimation Process: For those who are on Projects: Employee should send the request for Work from Home to the project manager (PM). PM will send his recommendation to Delivery Head (DH). Based upon the recommendation DH will approve the request. For those who are not on projects: Employee should send the request for Work from Home to the respective Centre Head (CH) with cc to Competency Lead (CL). CL will send his recommendation to CH. Based upon the recommendation CH will approve the request. For those who are in Support Departments: Employee should send the request for Work from Home to the concerned Dept Head keeping respective Center Head (CH) in cc (if the Dept Head is in the same Center as that of the employee) or to the concerned CH with cc to Dept Head (if the Dept Head is in different Center as that of the employee). After reviewing the request, Dept Head / CH will send their recommendation to Vice President (VP) for approval. For those who are reporting to VP: Individual to send the request for Work from Home to the VP for approval. Note: Please do NOT mark Work from Home request mails to HR. The approved mails will be sent to HR by the DH / CH / VP. Prior approval by DH / CH / Vice President is necessary for Work from Home without which it will be treated as Loss of Pay.

43. Rewards & Recognitions Best Performer Award: To identify and encourage those who made positive deference to the company. Long term Appreciation Awards:    To Acknowledge and encourage the employees for associating with company for long term.

44. Process for Disciplinary Actions Disciplinary procedures against the person indicted will involve executing one or more of the following measures Oral Warning (includes but not limited to) E.g.: Irregular Entry in Attendance, Not swiping the access card or Tailgating, improper dress code, Misuse of internet, Brining of external storage devices to office, minor deviations to the company policies etc. Written Memo (includes but not limited to) E.g.: Deviation in the credentials submitted at the time of joining, sharing the company’s confidential information, Accidental loss of data due to negligence or ignorance Temporary Suspension (includes but not limited to) E.g.: In-disciplinary actions, Misbehavior with client, Damaging the company’s property etc., Termination of Employment (includes but not limited to) E.g.: Unauthorized long absenteeism, stealing of company’s property or information, Sexual harassment, Part of anti-social element programs, sharing the company’s confidential information

45. Process for Disciplinary Actions Legal Recourse (includes but not limited to) Eg: Absconding from duties, Creating loss to the company’s business, Sharing the confidential information to the direct competitor, Involving in the illegal activities Note: In case of security violations by service providers, action will be taken as per the contractual agreements. Any security breach by an employee that may result either in financial or otherwise losses (like loss in revenue, loss of credibility, loss of Organization’s image but not limited to these), such losses will be suitably levied and recovered from the employee, whose acts of breach has caused this. The recovery of damages might not be limited only to financial liability but could include legal proceedings as deemed fit and appropriate, against such individual(s)  who was(were) involved in such acts of breach.

46. Background Verification Following are identified (but not limited to) as Major / Minor deviation w.r.t Background Verification Major deviations: Faking employment history / Deviations in Designation / Deviations w.r.t Date of Joining or Date of Resignation (more than a month) / Type of employment Minor Deviations: Rounding of salary in hundreds / incomplete name of the employee or previous organization / Typo errors

47. Employee Relations Employee Relations (ER) is a Single Point of Contact for the following: . • Queries relating to Policy and Process • Personal / Company Concerns • Grievances • Suggestions for Organization Growth. • Problems • Help & Assistance etc., Contact Details: er@in.sealconsult.com 56/L Venkatanarayana Road| T.Nagar| Chennai 600017 | Tel +91-44-66187000 (Extn: 1016)

48. Employee Relations Recruitment/HR/Training/ Admin/Accounts/IT/Quality Departments S E A L E A N S Employee Relations (ER) Center Head/ Delivery Head /Competency Lead / Project Manager

49. Training • Induction training is arranged by the HR after the Employee joins the Organization • QMS training is given within one month of the joining of the Resources. It is compulsory that all the New joiners need to attend this Training so as to know the ISO / CMMI processes • “On the Job” Training would also be given by Internal / External trainers depending upon the need for the Training.

50. Procedure for Training Requisition • Send a mail to your Reporting / Engagement Manager with the following details: • The area / topic in which you need training • Your justification for why you require this training • Level of training: Basic, Intermediate or Advanced • No. of days training required • The Reporting Manager / Engagement Manager upon the approval will inform • the Training department. The Training department will try to arrange for the • training based on the available internal / external resources. • We also encourage SEALians to come forward and register themselves as TRAINERS with details about their areas of expertise. • Send your registrations / suggestions to training@in.sealconsult.com.