Whole9yards Global Ecommerce Pvt Ltd Employee Handbook

Hello and welcome! Thank you for joining the Kartit Family, where we strive to …………. We can’t wait to see what you will achieve with us. This employee handbook defines who we are and how we work together. we will do everything possible to create a fair and productive workplace, but we need your help. We’ve created this handbook to guide you. This handbook isn’t a contract or a guarantee of employment. It’s a collection of our expectations, commitments and responsibilities. Please read this employee handbook carefully and consult it whenever you need to.

Getting to know our company

ATTENDANCE

1. The Company’s success depends upon each Employee’s presence at work each day. Each Employee in the Company is valued and is encouraged to give their best productivity by being regular and punctual. 2. An Employee’s attendance is recorded in the time tracking and productivity software “Hubstaff”. All Employees must Log In and Log Out every day from Hubstaff, the timer must be paused during the break time and resumed back after the break time.

3. Idle hours in Hubstaff, if any, should be removed and not included in the attendance time. 4. In case, if the attendance timing does not get recorded or an Employee forgets to log in after resuming the work, then an email needs to be sent at [email protected] alongwith the approval of the IRM to get the attendance considered in the calculation of working days of the month. 5. If proxy login is detected, both the doer as well as the person for whom it is done, will get 1 day leave penalty. Repeat offence may lead to termination of employment of both the Employees. 6. The regular shift hours are defined as per the shift which has been assigned to the Employee by the IRM. 7. The standard work hours in office shall be 8 hours Monday to Friday and 5 hours on Saturday. This shift of 8 / 5 hours is excluding break timings. These working hours need to be completed from the office only and cannot be clubbed with work from home. 8. In case an Employee wants to work from home on any particular day, an email needs to be sent at [email protected] alongwith the approval of the IRM & HoD with specified reason. While working from home, the standard work hours of 8 hours shall have to be maintained as 9 hours. Work from home option can be availed to a maximum of twice a month. 9. The productivity percentage gets recorded in the Hubstaff software and the Employees are expected to maintain the productivity percentage as set by the IRM based on the KRA of the Employee. 10. An Employee is expected to maintain a minimum 7 working hours every day throughout Monday to Friday. If the working hours on any day is less than 7 hours, then half-day leave shall be deducted for that

day. An Employee is required to clock a minimum of 4 hours in office to be marked as half-day present. If the working hours on any day is less than 4 hours, then full-day leave shall be deducted. 11. Any adjustment in working hours can be done in the same week only. However, an email needs to be sent at [email protected] alongwith the approval of the IRM with the specified reasons. 12. An Employee can compensate for a full / half day leave by working on any holiday. However, an email needs to be sent at [email protected] alongwith the approval of the IRM with the specified reasons of the requirement to work on a holiday. LEAVE

1. An Employee may avail leave as per the Company leave policy as applicable. In such cases, the Employee and the IRM concerned have to ensure that when the Employee is on leave, no flow of work would be disrupted and as a result, no loss in productivity would occur. 2. Saturday’s have a reduced working time as compared to other week days. However, they are considered as full working days. Employees taking half days on a Saturday will be considered as a full day off. 3. In case the employee needs a Casual Leave, the Employee has to submit an advance leave request form to the IRM. 4. Planned Leave should be applied at least 15 days in advance & approved by the IRM, the IRM’s Reporting Manager & Human Resources (HR). 5. In case of an emergency, the Employee shall inform the IRM/HR as soon as possible. 6. If the reason for leave is medical, it should be accompanied with medical certificates from a recognized medical practitioner along with other supportive documents / test reports / etc. 7. In case of Half Day Leave, Employees should notify the IRM and HR before the start of their shift for 1st half off or before the end of the break for 2nd half off. 8. A ½ day leave penalty shall be applicable if unapproved leave is taken for a period 3days.

9. NO leave can be applied during blackout periods relevant to the team. Blackout Period is a period of time when it is essential for your team & department to be present to perform their duties overriding any exigencies. Specific Blackout period’s as applicable to the team & department can be confirmed with the IRM.

PROBATION 1. The initial period of an Employee’s association with the Company is a period for him/her to get acquainted with the new environment. During this time, he/she shall be on a probationary status. This period of probation is a must for all new Employees regardless of seniority, qualification, experiences, designation, job responsibilities etc. This is an important period for both the Employee as well as Employer to know each other with better understanding and adaptation. 2. Duration of Probation Period. The standard duration of probation period is 6 (six) months and may be shortened / extended as per the discretion of the Company depending upon the overall performance of the concerned Employee on probation. 3. Leave during Probationary Period. An Employee shall be entitled to 1 Leave each month in Probationary Period. 4. The Employee shall be entitled to all the standard public holidays as per the list drawn up by the Company. 5. Performance Review. During the Probationary Period the performance of the Employee shall be reviewed from time to time. The purpose of the review is to analyze the 'fit' between Employee & the Company, the ability of the Employee to contribute to Company goals & to understand if there are any issues & concerns. In the absence of an expected performance, the Probationary Period may be extended for a further period. 6. Confirmation of Employment. After conducting a review of an Employee’s performance during his/her Probationary Period, if the same is found to be satisfactory, the services of the concerned Employee may be confirmed, and he/she shall receive a confirmation letter of his/her employment with the Company. 7. Non-Confirmation of Employment. After conducting a review of an Employee’s performance at any time during his/her probation period if the same is found to be non satisfactory, the services of the concerned Employee shall no longer be required, and he/she shall receive a non-confirmation letter of his/her employment with the Company with effect from a specified date. He/She shall be entitled to receive his/her salary and other allowances/benefits etc. as accrued till the last day worked along with official documentation as applicable. 8. Termination of Employment (Resignation). An Employee on probation can terminate his/her employment with the Company by serving a 30 calendar days’ notice period subject to completion of Knowledge Transfer process in accordance with the balance terms & conditions of the exit policy.

PUBLIC HOLIDAYS 1. The Public Holiday list for the year 2023 is as follows: US Federal Holidays

Srl nos

Date

Day

Holidays

1

1st Jan

Saturday

New Year's Day

2

17th Jan

Monday

Martin Luther King Day

3

21st Feb

Monday

Presidents' Day

4

30th May

Monday

Memorial Day

5

4th July

Monday

Independence Day

6

5th Sep

Monday

Labor Day

7

10th Oct

Monday

Columbus Day

8

11th Nov

Friday

Veterans Day

9

25th Nov

Friday

Thanksgiving Day

10

26th Dec

Monday

Christmas Day

Indian Holidays

Srl nos

Date

Day

Holidays

1

23rd Jan

Monday

Netaji's Birthday

2

26th Jan

Thursday

Republic day

3

8th Mar

Wednesday

Holi

4

15th Apr

Saturday

Bengali's New Year

5

1st May

Monday

May Day/Labour Day

6

15th Aug

Tuesday

Independence Day

7

2nd Oct

Monday

Gandhi Jayanti

8

22nd Oct

Sunday

Astami

9

23rd Oct

Monday

Navami

10

24th Oct

Tuesday

Dasami

11

12th Nov

Sunday

Kali puja

12

25th Dec

Monday

Christmas

OFFICE DECORUM 1. Each Employee is expected to conduct themselves in a manner befitting them and the Company. Respect for colleagues, materials and other resources are a must. Appropriate behavior towards outsiders is expected. 2. Each Employee is expected to dress in a manner that will project a professional business image whilst suiting the local climatic conditions. Proper grooming and attire have a positive impact on the Employee’s image. While we appreciate comfort, we do not allow callousness. 3. Your workstation is your designated area. Do not occupy someone else’s chair or use someone else’s computer in their absence. You must lock your workstation whenever you leave your seat. Shut your computer down before leaving the office. Remember your colleagues are also working in the same room. Maintain silence and respect their right to work. 4. Maintain a clean work area by regularly sanitizing your desk and computer. Remove clutter and trash and keep your shelves and desk organized. 5. Employees remuneration/payment is confidential between them and the Company and each Employee is required to maintain absolute confidentiality about the same. If work mandates to know the compensation of other colleague, the information can be used only for performing that specific task. 6. The Company aims to provide a healthy, comfortable and productive work environment. Our offices are all designated non-smoking. An Employee shall ensure that they, their visitors and associates strictly follow this policy. Employees shall also maintain their work areas, desks, storage areas, and any other areas allocated to them in a neat and orderly condition. 7. No outsiders are to be given access in any room, other than the conference rooms and the reception. 8. Nobody is authorized to make any financial commitment on behalf of the Company (donation, subscription, advertisement, purchase etc.) to any person or Company without the prior written approval of management. Any individual violating it shall have to take personal liability to clear the dues.

9. Company shall take strict & stringent action against any unfair, unethical and unlawful practices among people especially on sexual harassment, racial and sexual discrimination, use of alcohol, drugs and tobacco in the workplace. 10. IRM/HOD/Team Members should be mindful when communicating with female colleagues after stipulated working hours regardless of the platform of communication, which include: phone calls, SMS and messaging applications. They should not be contacted unless it is urgent and there is no other alternative.

11. Conflict of interest - Employees are prohibited from associating from any activity that creates or appears to create a conflict between the Employees’ personal interest and business interest of the Company. If circumstances require any outside participation, Employees must obtain written permission from the concerned authority. 12. An Employee suffering from contagious diseases should take utmost care for the health and hygiene of their own self & colleagues, for which they shall stay under medical treatment and guidance during the quarantine period. During this time, an Employee shall be allowed to join only after producing a proper medical/fitness certificate by a recognized registered medical practitioner. 13. The use of mobile phones for personal use during office hours creates a distraction in the environment and disturbs colleagues. To the extent possible, an Employee shall make personal calls during his/her breaks. EarPods or any other electronic gadgets cannot be used during office hours except when on official calls. 14. Internet Usage: Internet usage is to be used for official purposes only. All usage must be consistent with Department, Team & Job Profile. Under no circumstances may Company computers or other electronic equipment be used to obtain, view, or reach any immoral, unethical, or non-business-related Internet sites. Doing so can lead to disciplinary action up to and including termination of employment. 15. Messenger Usage: Company provides an Internal Messenger for all Employees for productive usage only. Any usage of the Internal Messenger for non-productive purposes & casual conversations is a direct violation of this policy. Additionally, some IM clients may also be provided (on a case-to-case basis to address specific official business requirements) to Employees. Any non-official usage of IM clients (Yahoo/MSN/Google Talk/etc), including adding people not related to official business is a direct violation of this policy. Sharing & Transmission of unrelated files is also a direct violation of this policy. 16. Software Usage: Software needed, must be authorized by the IRM and installed by the Information Systems Department. If an Employee needs access to software, not currently on the Company network, the same should be done in consultation with the IT Dept with an email approval of the IRM. 17. Printer Usage: All Employees should be extra careful before taking any printouts as wastage of paper & ink is not only an expense, but also non-environment friendly. Only official documents can be printed using Company resources and any printouts for nonofficial purposes are a direct violation of this policy.

18. Email Usage: Email is also to be used for Company business only. Company’s confidential information must not be shared outside of the Company, without authorization, at any time. You are also not to conduct personal business using the Company computer or email. 19. The Company owns any communication sent via email or that is stored on Company equipment. Management and other authorized staff have the right to access any material in email or on computer at any time. 20. Official Information Backup Usage: All official information, emails, documents & files should be properly backed up on the Company servers at least once a week. No official information, emails, documents & files should be copied or transmitted outside of the Company premises, without express management approval. This is a violation of copyright laws and doing so can lead to disciplinary action up to and including termination of employment as well as legal action. 21. All positions at the Company are full time positions. The Company is, however, open to job related skill enhancing education. The same shall have to be approved by the HR & the Management before an Employee enrolls for the educational program. Additionally, the education should not be a full-time course.