Employee Handbook

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 INDEX

Table of Contents

Section 1 - Governing Principles of Employment .................................................................................................... 4

1-1. ABOUT THIS HANDBOOK / DISCLAIMER ................................................................................. 4
1-2. Equal Employment Opportunity ......................................................................................................... 4
1-3. Non-Harassment ................................................................................................................................. 5
1-4. Sexual Harassment ............................................................................................................................. 5
1-5. Workplace Violence ........................................................................................................................... 6
1.6 Smoking Policy ................................................................................................................................. 7
1.7. Substance Abuse ................................................................................................................................. 7

Section 2 - Operational Policies ................................................................................................................................. 8

2-1. Employee Classifications ................................................................................................................... 8
2-2. Probationary Period ............................................................................................................................ 8
2-3. Your Employment Records ................................................................................................................ 8
2-4. Working Hours and Schedule ............................................................................................................. 8
2-5. Timekeeping Procedures .................................................................................................................... 9
2-6 Remote and Hybrid Work Policy ...................................................................................................... 9
2-7. Recruitment ...................................................................................................................................... 10
2-8. Salary Administration ....................................................................................................................... 10
2-9. Performance Reviews ....................................................................................................................... 11
2-10. Record Retention ............................................................................................................................ 11

Section 3 - Benefits Program .................................................................................................................................... 12

3-1. Benefits Overview ............................................................................................................................ 12
3-2. Holidays & Leaves ........................................................................................................................... 12
3-3. Lunch ................................................................................................................................................ 16
3-4. Insurance .......................................................................................................................................... 16
3-5. Kit Allowance ................................................................................................................................... 16
3-6. Festive Incentive ............................................................................................................................... 17
3-7. Certifications .................................................................................................................................... 17
3-8. Referral Policy .................................................................................................................................. 17
3-9. Cell Phone......................................................................................................................................... 17
3-10. Broad- Band .................................................................................................................................... 18
3-11. Car Drop Facility ............................................................................................................................ 18

Section 4 - General Standards of Conduct ............................................................................................................. 18

4-1. Workplace Conduct .......................................................................................................................... 18
4-2. Punctuality and Attendance .............................................................................................................. 19
4-3. Use of Communication and Computer Systems ............................................................................... 20
4-4. Use of Social Media ......................................................................................................................... 21
4-5. Personal and Company-Provided Portable Communication Devices .............................................. 21
4-6. Inspections ........................................................................................................................................ 22
4-7. Personal Visits and Telephone Calls ................................................................................................ 22
4-8. Solicitation and Distribution............................................................................................................. 23
4-9. Bulletin Boards ................................................................................................................................. 23
4-10. Confidential Company Information................................................................................................ 23
4-11. Conflict of Interest and Business Ethics ......................................................................................... 23
4-12. Gift Policy....................................................................................................................................... 24
4-13. Use of Facilities, Equipment and Property, Including Intellectual Property .................................. 24
4-14. Health and Safety............................................................................................................................ 25
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 4-15. Hiring Relatives/Employee Relationships ...................................................................................... 25
4-16. Employee Dress Code .................................................................................................................... 25
4-17. Publicity/Statements to the Media .................................................................................................. 26
4-18. Travel & Expense ........................................................................................................................... 27
4-19. If You Must Leave Us .................................................................................................................... 27
4-20. Exit Interview ................................................................................................................................. 28
4-21. References ...................................................................................................................................... 28
4-22. A Few Closing Words .................................................................................................................... 28

General Handbook Acknowledgment ..................................................................................................................... 29

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Section 1 - Governing Principles of Employment

1-1. ABOUT THIS HANDBOOK / DISCLAIMER

We prepared this handbook to assist you in finding the answers to many questions that you may have regarding your
employment with LabVantage Solutions Ltd. Please take the necessary time to read it.
We do not expect this handbook to answer all of your questions. Your Supervisor and Human Resources also will
be a major source of information.
Neither this handbook nor any other verbal or written communication by a management representative, is, nor should
it be considered to be, an agreement, contract of employment, express or implied, or a promise of treatment in any
particular manner in any given situation nor does it confer any contractual rights whatsoever.
Many matters covered by this handbook, such as benefit plan descriptions, are also described in separate Company
documents. These Company documents are always controlling over any statement made in this handbook or by any
member of management.
This handbook states only general Company guidelines. The Company may, at any time, in its sole discretion,
modify or vary from anything stated in this handbook, with or without notice. This handbook supersedes all prior
handbooks.

1-2. Equal Employment Opportunity

LabVantage Solutions, Ltd. is an Equal Opportunity Employer that does not discriminate on the basis of actual or
perceived race, creed, colour, religion, lineage or national origin, ancestry, citizenship status, age, disability or
handicap, sex, marital status, veteran status, sexual orientation, genetic information, arrest record, or any other
characteristic protected by applicable federal, state or local laws. Our management team is dedicated to this policy
with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee
activities and general treatment during employment.

The Human Resources Department will coordinate all contracts with employment agencies, executive search firms,
employment consulting firms, temporary employment agencies and all other recruitment sources. The Company will
endeavour to make a reasonable accommodation to the known physical or mental limitations of qualified employees
with disabilities unless the accommodation would impose an undue hardship on the operation of our business. If you
need assistance to perform your job duties because of a physical or mental condition, please let your supervisor
know.

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1-3. Non-Harassment

It is LabVantage Solutions Ltd.’ policy to prohibit intentional and unintentional harassment of any individual by
another person on the basis of any protected classification including, but not limited to, race, colour, national origin,
disability, religion, marital status, veteran status, sexual orientation or age. The purpose of this policy is not to
regulate our employees' personal morality, but to ensure that in the workplace, no one harasses another individual.

If you feel that you have been subjected to conduct which violates this policy, you should immediately report the
matter to your Supervisor. If you are unable for any reason to contact this person, or if you have not received a
satisfactory response within five (5) business days after reporting any incident of what you perceive to be
harassment, please contact the next level Manager. Note: If your Supervisor is the person toward whom the concern
is directed, you should contact the Human Resource function or any higher level Manager in your reporting chain.
Every report of perceived harassment will be fully investigated, and corrective action will be taken where
appropriate. Violation of this policy will result in disciplinary action, up to and including discharge. All complaints
will be kept confidential to the extent possible, but confidentiality cannot be guaranteed. In addition, the Company
will not allow any form of retaliation against individuals who report unwelcome conduct to management or who
cooperate in the investigations of such reports in accordance with this policy. Employees who make complaints in
bad faith may be subject to disciplinary action, up to and including discharge. All employees must cooperate with
all investigations.

1-4. Sexual Harassment

It is LabVantage Solutions, policy to prohibit harassment of any employee by any Supervisor, employee, customer
or vendor on the basis of sex or gender. The purpose of this policy is not to regulate personal morality within the
Company. It is to ensure that at the Company all employees are free from sexual harassment. While it is not easy to
define precisely what types of conduct could constitute sexual harassment, examples of prohibited behaviour include
unwelcome sexual advances, requests for sexual favours, obscene gestures, displaying sexually graphic magazines,
calendars or posters, sending sexually explicit e-mails, text messages and other verbal or physical conduct of a sexual
nature, such as uninvited touching of a sexual nature or sexually related comments. Depending upon the
circumstances, improper conduct also can include sexual joking, vulgar or offensive conversation or jokes,
commenting about an employee's physical appearance, conversation about your own or someone else's sex life, or
teasing or other conduct directed toward a person because of his or her gender which is sufficiently severe or
pervasive to create an unprofessional and hostile working environment.

If you feel that you have been subjected to conduct which violates this policy, you should immediately report the
matter to your Supervisor. If you are unable for any reason to contact this person, or if you have not received a
satisfactory response within five (5) business days after reporting any incident of what you perceive to be
harassment, please contact the next level Manager. Note: If your Supervisor is the person toward whom the concern
is directed, you should contact the Human Resource function or any higher level Manager in your reporting chain.
Every report of perceived harassment will be fully investigated and corrective action will be taken where appropriate.
Violation of this policy will result in disciplinary action, up to and including discharge. All

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complaints will be kept confidential to the extent possible, but confidentiality cannot be guaranteed. In addition, the
Company will not allow any form of retaliation against individuals who report unwelcome conduct to management
or who cooperate in the investigations of such reports in accordance with this policy. Employees who make
complaints in bad faith may be subject to disciplinary action, up to and including discharge. All employees must
cooperate with all investigations.

Any employee who violates the policy against discrimination and harassment or engages in conduct contrary to this
policy as determined in LabVantage Solutions’ sole discretion will be subject to disciplinary action, up to and
including termination. Any employee who violates this policy may also be held personally liable if named as a
defendant in legal actions. Furthermore, LabVantage Solutions intends to fully comply with applicable laws, which
prohibit retaliation against an employee who has made a report of discrimination or harassment in good faith.

In case of sexual harassment, LabVantage Solutions intends to fully comply with the guidelines issued by the
Hon’ble Supreme Court of India in Vishaka v. State of Rajasthan W.P. (Crl.) Nos. 666-70 of 1992, decided on
13.08.1997 and reported in (1997) 6 SCC 241, and the Anti Sexual Harassment Policy of LabVantage. Please refer
to the Procedure Document in the LVS public folder.

1-5. Workplace Violence

LabVantage Solutions is strongly committed to providing a safe workplace. The purpose of this policy is to minimize
the risk of personal injury to employees and damage to Company and personal property.

We discourage you from engaging in any physical confrontation with a violent or potentially violent individual.
However, we do expect and encourage you to exercise reasonable judgment in identifying potentially dangerous
situations.

Prohibited Conduct

Threats, threatening language or any other acts of aggression or violence made toward or by any Company employee
will not be tolerated. For purposes of this policy, a threat includes any verbal or physical harassment or abuse, any
attempt at intimidating or instilling fear in others, menacing gestures, flashing of weapons, stalking or any other
hostile, aggressive, injurious or destructive action undertaken for the purpose of domination or intimidation. To the
extent permitted by law, employees and visitors are prohibited from carrying weapons onto Company premises.

Procedures for Reporting a Threat

All potentially dangerous situations, includes threats by co-workers, should be reported immediately to any member
of management with whom you feel comfortable, the Human Resource function.

Reports of threats may be maintained confidential to the extent maintaining confidentiality does not impede our
ability to investigate and respond to the complaints. All threats will be promptly investigated. No employee will be

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 subjected to retaliation, intimidation or disciplinary action as a result of reporting a threat in good faith under this
policy.

If the Company determines, after an appropriate good faith investigation, that someone has violated this policy, the
Company will take swift and appropriate corrective action.

1.6. Smoking Policy

LabVantage Solutions is dedicated to providing a healthful, comfortable and productive work environment for all
of our employees. Toward that end, LabVantage Solutions' office is entirely smoke free.
Smoking is strictly prohibited within LabVantage Solutions’ premises, including: private offices, hallways,
restrooms, elevators, conference rooms and all community areas. This policy applies to lighted cigarettes, cigars,
pipes or any other matter or substance, which contains tobacco. All employees, clients, vendors and visitors are
expected to comply.

Employees should notify either their supervisor or the Human Resources Department of any dispute, question or
request arising as a result of this policy. Every reasonable effort will be made to answer questions and/or resolve
disputes in accordance with the terms of local law.

All employees share in the responsibility for adhering to and enforcing the policy. All employees have the right to
complain about violations of this smoking policy without fear of retaliation from either co-workers or supervisors.
No retaliatory action will be taken against any employee or applicant for employment who exercises, or attempts to
exercise, any rights granted under this smoking policy. Employees or applicants who feel they are being retaliated
against as a result of their complaints should contact the Human Resources Department, who will investigate the
allegations. Violations of this policy are strictly prohibited.

In accordance with local law, LabVantage Solutions prohibits discrimination in hiring, discharging or any other
terms or conditions of employment because you do or do not smoke or use lawful tobacco products.

1.7. Substance Abuse

Reporting to work under the influence of alcohol is prohibited. The consumption of alcoholic beverages on
LabVantage Solutions’ premises, unless authorized, is also prohibited.
LabVantage Solutions will not tolerate the presence or use of illegal drugs on LabVantage Solutions’ premises or
while conducting LabVantage Solutions’ business.
Possessing, using, purchasing, distributing or selling controlled substances on LabVantage Solutions’ premises
or being under the influence of controlled substances without medical authorization during the work day or while
conducting business on behalf of LabVantage Solutions is incompatible with LabVantage Solutions’ business and
will be grounds for disciplinary action, up to and including termination. Such activities may also subject
employees to arrest and prosecution by law enforcement agencies.
LabVantage Solutions reserves the right to take appropriate steps to investigate compliance with its substance
abuse policy, including testing by qualified medical professionals in situations where there is reason to suspect a
violation of this policy.

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Section 2 - Operational Policies
2-1. Employee Classifications

For purposes of this handbook, all employees fall within one of the classifications below.

Full-Time Employees - Employees who regularly work at least 40 hours per week who were not hired on a short-
term basis.

Part-Time Employees - Employees who regularly work fewer than 40 hours per week who were not hired on a
short-term basis.

Short-Term Employees - Employees who were hired for a specific short-term project, or on a short-term freelance,
per diem or temporary basis. Short-Term Employees generally are not eligible for Company benefits, but are eligible
to receive statutory benefits.

2-2. Probationary Period

The first six months of your employment is a probationary period. This is an opportunity for the Company to evaluate
your performance. The Company may extend the probationary period if it desires. Completion of the probationary
period does not alter an employee's at-will status.

2-3. Your Employment Records

In order to obtain your position, you provided us with personal information, such as your address and telephone
number. This information is contained in your personnel file.

Please keep your personnel file up to date by informing the local HR member of any changes. Also, please inform
the HR member of any specialized training or skills you may acquire in the future, as well as any changes to any
required visas. Unreported changes of address, marital status, etc. can affect your withholding tax and insurance
benefit coverage. Further, an "out of date" emergency contact or an inability to reach you in a crisis could cause a
severe health or safety risk or other significant problem. The HR function may reach out to you for additional
information or for updating your existing information from time to time.

2-4. Working Hours and Schedule

In most areas within LabVantage Solutions, the most common work schedule is 9.30 a.m. through 6:00 p.m.,
Monday through Friday, with half an hour break for lunch.

At times employees are required to stay back late and if it extends beyond 8.00 pm then the employees are
reimbursed with the actual conveyance expenses by taxi or auto rickshaw from office to nearest public
transportation stop. For weekends, full taxi fare will be paid from office to residence unless it’s formally a
working day for the organization.

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 LabVantage Solutions requires all project employees to complete a time sheet. The time sheets will be
used to track the costs associated with each sale, installation and development project.

Completion of time sheets is mandatory for project employees and completed time sheets must be submitted
to the Manager for approval. All hours are to be included on the time sheet including those extended hours. To
accommodate the needs of our business, at some point we may need to change individual work schedules on
either a short term or long-term basis.

2-5. Timekeeping Procedures

Employees should ensure that they swipe-in their proximity cards when entering the office. Any additional time
recording procedure will be communicated by the management as and when required.

2-6 Remote and Hybrid Work Policy

At LabVantage, we provide innovative working practices in order to create a high trust, high-performance culture.
Our aim is to support employees in creating a balanced life that contributes to their overall wellbeing and
success; but accepting that this will likely look different for those in different roles. In turn, this way of
working will provide employees with the opportunity to maximize efficiencies, deliver great customer service
and contribute to a high performing team.

Remote and hybrid work arrangements are designed to allow staff members to fulfill some or all of their
duties from a remote location. Enabling remote and hybrid work is a strategic business decision, in addition to
being a benefit for staff members, and is consistent with LabVantage’s institutional goals, including:
• Creating a highly engaged, equitable, diverse, and inclusive workforce.
• Attracting and retaining staff members by providing a work environment that is supportive, productive,
and flexible.
• Sustaining a highly collaborative culture.
• Fostering an environment for continued productivity, improvement, and excellence.
• Empowering decisions that prioritize both business needs and staff member preferences.
• Reducing our environmental impact and aligning with the university’s sustainability goals.

For these reasons, LabVantage encourages the use of remote and hybrid work arrangements in alignment with the
needs of the teams within business and work units.

Remote and Hybrid work agreements for employees are determined based on the job roles and business needs. It is
applicable to all employees fall within one of the classifications defined in Section 2.1.

Remote and Hybrid Work arrangements:

The individual manager is empowered to allow their team members to work from home or office in discussion with
his/her functional manager. Approval for such arrangements is granted at the discretion of the business or work unit
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and is subject to ongoing and periodic review. Dynamic working gives employees the flexibility to determine the
best ways of working for them, whilst ensuring every member of staff feels connected and part of a team, no matter
when or where they are working.

If the employees are given remote work and that is explicitly agreed to in writing as part of their offer letter or
formal written communication by Human Resources, they will continue the same work arrangement unless
mutually agreed differently. Employees eligible for Hybrid work can opt for remote work based on the approval
from the functional manager, functional head and HR head. In such cases, business or work units are responsible
for determining if positions are eligible to be remote or hybrid based on their operational and business needs.

Regardless of hybrid or remote work arrangements, staff members may be required to work from office at any time
at the sole discretion of their manager and managers should discuss such arrangements with the staff member in
advance whenever possible. Decisions regarding scheduling and attending meetings in person or virtually should be
based on optimizing outcomes and not on personal preferences for remote work.

The summarization is as follows: -

Remote work (already as part of the employee’s contract of employment or formally communicated by Human
Resources in writing): No separate approval needs to be taken for the employee to continue working remotely.

Hybrid work: Person does not have remote work as part of the employment contract but would like to operate from
office sometimes and from home at other times. Local manager’s discretion on whether they should work from
home or office and when they are required to be in office, as communicated by the local functional manager.

Change to remote work arrangement: If someone is desirous of moving to a formal remote working arrangement,
formal recommendation from local manager to the functional head, followed by functional head’s approval and HR
head’s approval is required.

2-7. Recruitment

LabVantage Solutions staffs all open positions with qualified candidates, whether from inside LabVantage
Solutions or externally. All offers of employment and transfers of employees from one area to another within
LabVantage Solutions must be conducted through the Human Resources Department. Furthermore, every offer of
employment (as well as continued employment) at LabVantage Solutions is contingent upon the successful
completion of LabVantage Solutions pre-employment screening process including, but not limited to, reference
and background checks. LabVantage Solutions will determine, in its sole discretion, whether the screening process
has been successfully completed.

All recruitment needs should be submitted to the Human Resources Department with Management approvals.

2-8. Salary Administration

LabVantage Solutions pays its employees by cheque or bank transaction on the last working day of the month.
In most cases, with your written authorization, your salary can be directly deposited into your bank account
without charge.
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All required deductions, such as statutory, income taxes, TDS and all authorized voluntary/optional deductions,
such as insurance plan contributions, will be automatically withheld from your paycheck.

2-9. Performance Reviews

The basic components of the goal-setting process in our organization are:

• The Goal-Setting Process

• The SMART Criterion
• Rating Scale
• Assessment Process
• Communication of Rating

Depending on your position and classification, LabVantage Solutions endeavors to review your performance
annually. However, please understand that a positive performance evaluation does not guarantee an increase in
salary, a promotion, or continued employment. Compensation increases and the terms and conditions of
employment, including job assignments, transfers, promotions, and demotions, are determined by and at the
discretion of management.

In addition to these formal performance evaluations, the Company encourages you and your Supervisor to discuss
your job performance on a frequent and ongoing basis. Please refer to the Performance Management & Development
(PMD) Handbook located in the LVS public folder.

2-10. Record Retention

The Company acknowledges its responsibility to preserve information relating to litigation, audits and
investigations. Failure on the part of employees to follow this policy can result in possible civil and criminal
sanctions against the Company and its employees and possible disciplinary action against responsible individuals
(up to and including termination of employment). Each employee has an obligation to contact the Head of Quality
to inform them of a potential or actual litigation, external audit, investigation or similar proceeding involving the
Company that may have an impact on record retention protocols.

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Section 3 - Benefits Program
3-1. Benefits Overview

In addition to good working conditions and competitive pay, it is LabVantage Solutions, policy to provide a
combination of supplemental benefits to all eligible employees. In keeping with this goal, each benefit program
has been carefully devised. These benefits include time-off benefits, such as vacations and insurance. We are
constantly studying and evaluating our benefits programs and policies to better meet your present and future
requirements. These policies have been developed over the years and continue to be refined to keep up with
changing times and needs.

As a full-time employee, you are eligible to participate in the LabVantage Solutions benefits program. The
program offers various plans including medical insurance.

All of the plans are described in detail either in the benefits information you received upon commencing your
employment or in information you may obtain through the Human Resources Department. Therefore, you should
refer to any documents that you received and any updates. In all cases, the terms of the benefits plans, as stated
in the plan summaries, will govern. If you have any questions, you may contact the Human Resources Department.

3-2. Holidays & Leaves

LabVantage Solutions observes the following holidays / leaves:

Holidays / Leaves No. of days

National / Public Holidays 10
Personal day (Casual Leave / PL) 03
Optional day (Optional Leave/OL) 02
Vacation day (Earned Leave / EL) 15/20 *
Sick Day (Sick Leave / SL) 08

Personal day (Personal Day/PL): Maximum entitlement of Personal leaves is 3 days in each calendar
year. In the first year, Personal leave entitlements would be on pro-rated basis based on their date of
joining with us.

Optional day (Optional Leave / OL): Employees are granted two (2) days Optional Leave in each calendar year.
They can avail these leaves out of a basket of 4 days mentioned as Optional Holidays. These would be over and
above the Public Holidays. Since employees join LabVantage in different months of the year, their Optional leave
entitlements are as follows:

Joining Month Entitlement

January – June 2
July – December 1
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*Vacation day (Earned leave / EL): Employees shall accrue @ 1.25 days from every completed Month whose
employment with LVS is 0-5 yrs, which is equivalent to 15 days for the entire year and @ 1.67 days from every
completed Month whose employment with LVS has completed 5 yrs & above, which is equivalent to 20 days for
the entire year. In 1st month of joining, the entitlement would be on a pro-rated basis based on the date of joining with us.
The reverse shall be applicable when an employee resigns in a particular month, that employee shall accrue on a
pro-rated basis based on the last day of that last month. When a holiday falls within a vacation period that day will
not be charged as a vacation day.
We fully encourage employees to utilize the vacation time at the same time we understand that sometimes an
employee may not be able to utilize his/her full eligible earned leave in the same year. As an organization, we
allow for carry-forward of annual leave subject to a specified limit.

Leave Carry Forward: An employee is allowed to carry forward the Vacation day / Earned leave (EL) into the
next year, subject to the years of uninterrupted service with LVS:

Maximum Carry
Period of employment Forward Entitled Total
0 – 5 yrs 15 Els 15 Els 30
5 yrs & more than 5 yrs 20 Els 20 Els 40

Sick day ( Sick Leave / SL ): Maximum entitlement of Sick leaves is 8 days in each calendar year. In the first
year, Sick leave entitlements would be on pro-rated basis based on their date of joining with us.

The balance Personal/Optional/Sick days, if any, are lapsed at the end of the year automatically. An employee does
not earn vacation while out on disability leave or a leave of absence.

Other forms of leave available to employees are as follows:-

Advance Leave (Pro-Rata Basis): A request can be made by employees for leave likely to be due to him/ her
during the year. All applications for leaves must be made at least two weeks in advance.

Maternity Leave: LabVantage provides assistance to employees during significant life events through company-
paid time for maternity leaves. These leave benefits are intended to allow employees paid time off to bond with
their children before returning to work.
Eligibility- LabVantage’s regular female employee who:
1. delivers a baby (i.e. Birth mother), or
2. legally adopts a child below the age of one year (i.e., adoptive mother), or
3. is a commissioning mother.

- Commission mother means a biological mother who uses her egg to create an embryo implanted in any
other woman.

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The minimum tenure requirement for employees to be eligible for the benefits under this policy is eighty (80)
working days in the twelve months immediately preceding the date of her expected delivery

LabVantage female employees are eligible for a total of twenty-six (26) calendar weeks of Maternity Leave. For
birth mothers–you may start your leave up to eight weeks before the expected delivery.
4. Employees are eligible to receive full payment from the company during the 26 weeks of maternity break.
5. The twenty-six (26) calendar weeks are inclusive of weekend and public holidays.
6. Maternity Leave generally begins on the date requested by an eligible employee and must be taken
continuously upon the birth or adoption of the child. If an employee wishes to take other leaves
(Vacation/Personal days) before or after the Maternity leave, they must discuss the specific situation with
the HR Head.

Other Leaves related to Maternity

Miscarriage leave – In the event of a miscarriage, up to 6 weeks of paid leave will be granted immediately
following a miscarriage. An employee is not eligible for Maternity leave in this case.

Illness arising out of pregnancy leave -The Act provides for extended Maternity Leave in case of illness arising
out of pregnancy, delivery, premature birth of a child.

1. This leave is in addition to the period of absence allowed to woman under the Act.
2. In such cases, the woman, subject to production of prescribed proofs, is eligible for a maximum of one
month (30 calendar days) leave in addition to the Maternity Leave.
3. A certificate from a registered medical practitioner must support any extension of leave beyond the
Maternity Leave on medical grounds.
4. This leave can be taken during pregnancy or after the delivery of the child. It does not need to be taken
consecutively with the Maternity Leave. However, if taken after the delivery of the child, this leave must
be taken before the child turns one year of age.
5. As per Section 10 of the MB Act, 1961, this leave can only be availed based on the mother's medical
condition.

Maternity leave for Adoptive or Commissioning mother -Maternity leave of 12 weeks to be available to
mothers adopting a child below the age of three months from the date of adoption as well as to the "commissioning
mothers". The leave can be availed from the date the child is handed over to the adopting mother or the
commissioning mother.

Maternity leave for the third child onwards will continue to be 12 weeks.

Benefits during Maternity Leave -

While on Maternity, you will maintain the same benefits coverage you have as an active employee for the full
duration of the leave. If you do not return from leave, these benefits will cease as of the last day of your leave.
You continue to accumulate any paid leave while you are on Maternity Leave. This includes paid leave such as
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Vacation, Sick leave, and Personal Days.

Initiating Maternity and Returning to work

You must inform your manager and HR at least 30 days before starting your maternity leave. You should
provide as much notice as possible to give your manager more time to plan for your absence. If you wish to take
other leaves (Vacation/Personal days) before or after the Maternity leave, please discuss your specific situation
with the HR Head, and inform your manager with a minimum notice period of 30 days.

You should work out an arrangement with your manager on how and when you intend to take the leave.

You can submit your application for Maternity along with your doctor's certification of the expected date of
delivery or relevant document for adoption, at least 30 days before the start date of your maternity leave.

Please get in touch with your HR department to know about the crèche facilities available near to your workplace.

Work from home

The Maternity Benefit Amendment Act has also introduced an enabling provision relating to "work from home"
for women, which may be exercised after the expiry of the 26 weeks' leave period. Depending upon the nature of
work, women employees may be able to avail this benefit on terms that are mutually agreed with the employer.

Conditions-
Additional documentation and certification may be required for verification purposes. Employees who fail to
return within three days of the specified return to work date, accept other employment (including self-
employment) for compensation while on leave, or are found to have falsified any information about the
leave, including dates and reasons for the leave, will be considered grounds for termination. For all other relating
cases, special circumstances, etc. the guidelines as per the Maternity Benefits Act 1961 shall be followed.

Paternity Leave: All male employees who have completed 90 days service are entitled to paternity leave for three
consecutive days from the date of the delivery of the child.

Bereavement Leave: In the event of death of any immediate family members (employee’s immediate family,
parents, grand-parents and in-laws) leave upto a maximum of 3 days may be granted with pay.

Compensatory Leave: In case an employee works on any weekend/ on any national holiday, he is entitled for a
compensatory off (with the approval of the manager). This leave can be taken within the next quarter from the day
when he/ she worked.

Employees proposing to take leave should be authorized / approved in advance by the supervisor. In case of any
unplanned leave, it is your responsibility to intimate the immediate superior over telephone, about reason for
absence. The leave application must be submitted and approved by the supervisor immediately on rejoining. Any
absence without prior intimation constitutes misconduct and will be dealt with-in an appropriate manner.
Leave must be planned in advance to ensure that the work of the project/department is not hampered by sudden
requests for leave. The leave may be postponed or an employee may be recalled from leave in extreme exigencies
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 of work.

Please ensure that all leaves should be applied and approved through Microsoft Dynamics 365 HRMS. Non-
compliance of such procedures will result either in leave without pay or other disciplinary actions.

Treatment of Leave for those on Work Visa (going for more than six months duration):

For employees on work visa (for example, H1B, L1 Visa), the leave in India is frozen the day they leave India
for work abroad. They are then governed by the leave provisions of the region they are assigned to and earn
their leave as per the provisions of that region. They can avail of their India leave balance when they return or
visit India and any accumulated / unused earned leave is paid back at the time of exit (upto 30 days for those
upto five years tenure and upto 40 days for those above five years tenure).

3-3. Lunch
Lunch: You can use the pantry space in the office, or any additional provision as notified by management
from time to time, for having lunch or snacks. The company provides subsidized lunch for the employees,
those who are willing to avail the same.
Saturday / Sunday working: If an employee chooses to work (with formal manager approval) on Saturday /
Sunday / Public Holiday then lunch or dinner expenses up to a limit of INR 100/- per meal; on production of
appropriate vouchers are allowed. If your lunch or dinner cost you INR 20/- or less and you find it difficult to
obtain a voucher, you will be reimbursed the full amount by the Company, based on a certificate of
expenditure approved by HR.

3-4. Insurance

Group Medical Insurance: Coverage of INR 6,00,000/- /- is provided as long as you are in service with the
organization for yourself and family defined as dependent parents, children and spouse. You are eligible for the
insurance as long as you are in active employment with LabVantage. The health plan covers hospitalization and
maternity benefits.

Group Personal Accident Policy: Accident insurance coverage for all LabVantage Employees under the
Group Personal Accident Policy scheme of INR 10,00,000/- . It also includes personal accident cover (for the
employee only). You are eligible for this accident insurance as long as you are in active employment with
LabVantage.

3-5. Kit Allowance

Reimbursements for Kit Allowance: Employees sent abroad for training or on business would be eligible for
reimbursement of actual expenses incurred on buying appropriate items of clothing, luggage etc. up to Rupees
Ten Thousand once in 3 years.
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3-6. Festive Incentive

A Festive Incentive is sometimes paid to Kolkata employees during the month of September / October. However
this Incentive is at the sole discretion of the management and is not an assured benefit.

3-7. Certifications

The purpose of this procedure is to establish, define and document the process for getting the reimbursement of
the certification as carried out by the employee for the interest of the business. The initial request for undergoing
any course should come from the employee. When the request is initiated by the employee, it should go to the
Manager with a business case as to how the course is going to benefit both the employee and the organization.
Thereafter, the request would go to the respective Functional Head and HR Head for final approval. All approvals
should happen prior to the Certification. The approval is kept in the personal file of the employee and the training
record is updated in the Training file. A copy of Approval is also sent to the Accounts for their records. Post
completion of the exam, the employee needs to submit a copy of the certificate, score sheet and the original receipt
of the payment made to the institution. Accounts should pay the amount by way of cheque to the employee within
Fifteen days from the submission of all the required documents.

3-8. Referral Policy

The new LabVantage Employee Referral Program is designed to encourage our employees to submit high quality
resume of people they know, for employment with LabVantage. With the Company growing at a fast clip, we are
strengthening our existing internal processes to enhance the quality of our intake as well as to involve our employees
in the process of building a robust organization
Employee Referral Amounts for LabVantage India Employees:
•INR 30000 for a candidate with 0-5 years of relevant experience
•INR 50000 for a candidate with 5-10 years of relevant experience
•INR 70000 for a candidate with over 10 years of relevant experience

Payment Terms:
• 100% of the above-mentioned payment is awarded to the referrer after the selected candidate has joined and
completed three months of continuous employment
• The referring employee must be employed by LabVantage at that point in time (disbursement of referral
rewards), to be eligible to receive payment and neither the referring nor the referred employee should be in
a period of “resignation / serving notice period”
All payments are administered through payroll and subject to statutory taxes/deductions.

3-9. Cell Phone

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As per Cell phone policy this is applicable from Manager onwards and depending upon Management's
discretion.

3-10. Broad- Band

Guidelines for company reimbursable broadband or data cards

• The connection should be in the name of the employee
• Should be post-paid connection (preferably) of fixed line, data card, cable connection or dongle.
• In case of post-paid connection, the monthly invoice shall be provided
• In case of prepaid connection, the payment receipt should be of the telecom company itself rather
than cash memo of any local shop
• In case of using broadband services of any company other than telecom operator, the invoice of the
broadband company shall be provided rather than the invoice of the cable operator.
• Broadband / Data card Reimbursement amount : 1200 INR (including tax) per month for business usage.
This Broadband / Data card is on business need basis and this should be approved by Business Head.
• Employees will have the flexibility to have more than one connection as long as the total does not cross
INR 1200 per employee per month (including tax).

3-11. Car Drop Facility

Car drop facility to the nearest point from Office is available from 7:00 p.m. to 8:00 p.m., to residence after
10:00 p.m. subject to availability of the vehicle, otherwise normal taxi fare is reimbursed.
Mail approval from manager is required if the employee has been asked to work late due to an emergency.

Section 4 - General Standards of Conduct

4-1. Workplace Conduct

LabVantage Solutions, endeavors to maintain a positive work environment. Each employee plays a role in
fostering this environment. Accordingly, we all must abide by certain rules of conduct, based on honesty, common
sense and fair play.

Because everyone may not have the same idea about proper workplace conduct, it is helpful to adopt and enforce
rules all can follow. Unacceptable conduct may subject the offender to disciplinary action, up to and including
discharge, in the Company's sole discretion. The following are examples of some, but not all, conduct which can
be considered unacceptable:

6. Obtaining employment based on false or misleading information.

7. Stealing, removing, or defacing LabVantage Solutions property or a co-worker's property, and/or
disclosure of confidential business information.
8. Completing another employee's time records.
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 9. Violation of safety rules and policies.
10. The unlawful or unauthorized use, abuse, solicitation, distribution, theft, possession, transfer, purchase,
or sale of drugs, drug paraphernalia or alcohol by an individual anywhere on Company premises, while
on Company business (whether or not on Company premises), or while representing the Company,
reporting to work, or remaining on duty after using drugs or alcohol in any amount that adversely affects
the employee’s ability to perform the functions of the job. Please refer to your Company’s specific policy
(if any) for additional information.
11. Fighting, threatening, or disrupting the work of others or other violations of LabVantage Solutions’
Workplace Violence Policy.
12. Failure to follow lawful instructions of a supervisor.
13. Failure to perform assigned job duties.
14. Violation of the Punctuality and Attendance Policy, including but not limited to irregular attendance,
habitual lateness, or unexcused absences.
15. Gambling on Company property.
16. Willful or careless destruction or damage to Company assets or to the equipment or possessions of another
employee.
17. Wasting work materials.
18. Performing work of a personal nature beyond reasonable accommodation, during working time.
19. Violation of the Solicitation and Distribution Policy.
20. Violation of LabVantage Solutions’ Harassment or Equal Employment Opportunity Policies.
21. Violation of the Communication and Computer Systems Policy.
22. Any other violation of Company policy.

Obviously, not every type of misconduct can be listed. Note that all employees are employed at-will, and
LabVantage Solutions reserves the right to impose whatever discipline it chooses, or none at all, in a particular
instance. The Company will deal with each situation individually and nothing in this handbook should be construed
as a promise of specific treatment in a given situation. However, LabVantage Solutions will endeavor to utilize
progressive discipline but reserves the right in its sole discretion to terminate an employee at any time for any
reason.
The observance of these rules will help to ensure that our workplace remains a safe and desirable place to work.

4-2. Punctuality and Attendance

As with any group effort, operating effectively takes cooperation and commitment from everyone. Therefore, your
attendance and punctuality are very important. Unnecessary absences and lateness are expensive, disruptive and
place an unfair burden on your fellow employees and your Supervisors. Excessive absenteeism or tardiness will
result in disciplinary action up to and including discharge. Please ensure that your time is logged in Microsoft
Dynamics 365 HRMS systems as per the company requirement.

We do recognize, however, that there are times when absences and tardiness cannot be avoided. In such cases,
you are expected to notify your Supervisor and Human Resources as early as possible, but no later than the start
of your work day. Please call, stating the nature of your illness and its expected duration, every day that you are
absent.

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Unreported absences of three (3) consecutive work days generally will be considered a voluntary resignation of
your employment with the Company.

4-3. Use of Communication and Computer Systems

LabVantage Solutions’ communication and computer systems are intended for business purposes and may be used
only during working time; however limited personal usage is permitted (access to inappropriate sites, for example
adult sites is not allowed) if it does not hinder performance of job duties or violate any other Company policy.
This includes the voice mail, e-mail, and Internet systems. Users have no legitimate expectation of privacy in
regard to their use of the systems.

LabVantage Solutions may access the voice mail and e-mail systems and obtain the communications within the
systems, including past voice mail and e-mail messages, without notice to users of the system, in the ordinary
course of business when the Company deems it appropriate to do so. The reasons for which the Company may
obtain such access include but are not limited to: maintaining the system; preventing or investigating allegations
of system abuse or misuse; assuring compliance with software copyright laws; complying with legal and regulatory
requests for information; and ensuring that Company operations continue appropriately during an employee's
absence.

Further, LabVantage Solutions may review Internet usage to ensure that such use with Company property, or
communications sent via the Internet with Company property, are appropriate. The reasons for which the Company
may review employees' use of the Internet with Company property include but are not limited to: maintaining the
system; preventing or investigating allegations of system abuse or misuse; assuring compliance with software
copyright laws; complying with legal and regulatory requests for information; and ensuring that Company
operations continue appropriately during an employee's absence.

The Company may store electronic communications for a period of time after the communication is created. From
time to time, copies of communications may be deleted.
The Company's policies prohibiting harassment, in their entirety, apply to the use of Company's communication
and computer systems. No one may use any communication or computer system in a manner that may be construed
by others as harassing or offensive based on race, national origin, sex, sexual orientation, age, disability, religious
beliefs or any other characteristic protected by federal, state or local law.

Since the Company's communication and computer systems are intended for business use, these systems may not
be used to solicit for religious or political causes or outside organizations.

Further, since the Company's communication and computer systems are intended for business use, all employees,
upon request, must inform management of any private access codes or passwords.

Unauthorized duplication of copyrighted computer software violates the law and is strictly prohibited.

No employee may access, or attempt to obtain access to, another employee's computer systems without appropriate
authorization.

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Violators of this policy may be subject to disciplinary action, up to and including discharge.

4-4. Use of Social Media

LabVantage Solutions respects the right of any employee to maintain a blog or web page or to participate in a
social networking, Twitter, or similar site, including but not limited to Facebook and LinkedIn. However, to protect
Company interests and ensure employees focus on their job duties, employees must adhere to the following rules:

All rules regarding confidential and proprietary business information apply in full to blogs, web pages, social
networking, Twitter, and similar sites. Any information that cannot be disclosed through a conversation, a note or
an e-mail also cannot be disclosed in a blog, web page, social networking, Twitter, or similar site.

Whether an employee is posting something on his or her own blog, web page, social networking, Twitter, or
similar site or on someone else's, if the employee mentions the Company and also expresses either a political
opinion or an opinion regarding the Company's actions, the poster must include a disclaimer. The poster should
specifically state that the opinion expressed is his/her personal opinion and not the Company's position. This is
necessary to preserve the Company's good will in the marketplace.

Any conduct that is impermissible under the law if expressed in any other form or forum is impermissible if
expressed through a blog, web page, social networking, Twitter, or similar site. For example, posted material that
is discriminatory, obscene, defamatory, libelous, or threatening is forbidden. Company policies apply equally to
employee social media usage.

LabVantage Solutions encourages all employees to keep in mind the speed and manner in which information
posted on a blog, web page, and/or social networking site is received and often misunderstood
by readers. Employees must use their best judgment. Employees with any questions should review the guidelines
above and/or consult with their manager. Failure to follow these guidelines may result in discipline, up to and
including termination.

4-5. Personal and Company-Provided Portable Communication Devices

Company-provided Portable Communication Devices (PCDs), including cell phones and personal digital
assistants, should be used primarily for business purposes. Employees have no reasonable expectation of privacy
in regard to the use of such devices, and all use is subject to monitoring, to the maximum extent permitted by
applicable law. This includes as permitted the right to monitor all communications from a company device, as
necessary.

Some employees may be authorized to use their own PCD for business purposes. These employees should work
with the IT department to configure their PCD for business use. Communications sent via a personal PCD also
may subject to monitoring if sent through the Company's networks and the PCD must be provided for inspection
and review upon request.

21
All conversations, text messages and e-mails must be professional. When sending a text message or using a PCD
for business purposes, whether it is a Company-provided or personal device, employees must comply with
applicable Company guidelines, including policies on sexual harassment, discrimination, conduct, confidentiality,
equipment use and operation of vehicles. Using a Company-issued PCD to send or receive personal text messages
is prohibited at all times and personal use during working hours should be limited to emergency situations.

If an employee who uses a personal PCD for business resigns or is terminated, the employee will be required to
submit the device to the IT department for resetting on or before his or her last day of work. At that time, the IT
department will reset and remove all information from the device, including but not limited to, Company
information and personal data (such as contacts, e-mails and photographs). The IT department will make efforts
to provide employees with the personal data in another form (e.g., on a disk) to the extent practicable; however,
the employee may lose some or all personal data saved on the device.

Employees may not use their personal PCD for business unless they agree to submit the device to the IT department
on or before their last day of work for resetting and removal of Company information. This is the only way
currently possible to ensure that all Company information is removed from the device at the time of termination.
The removal of Company information is crucial to ensure compliance with the Company's confidentiality and
proprietary information policies and objectives.

Please note that whether employees use their personal PCD or a Company-issued device, the Company's electronic
communications policies, including but not limited to, proper use of communications and computer systems,
remain in effect.

Portable Communication Device Use While Driving

Employees who drive on Company business must abide by all state or local laws prohibiting or limiting PCD (cell
phone or personal digital assistant) use while driving.

Since this policy does not require any employee to use a cell phone while driving, employees who are charged
with traffic violations resulting from the use of their PCDs while driving will be solely responsible for all liabilities
that result from such actions.

4-6. Inspections

LabVantage Solutions reserves the right to require employees while on Company property, or on client property,
to agree to the inspection of their persons, personal possessions and property, personal vehicles parked on
Company or client property, and work areas. This includes lockers, vehicles, desks, cabinets, work stations,
packages, handbags, briefcases and other personal possessions or places of concealment, as well as personal mail
sent to the Company or to its clients. Employees are expected to cooperate in the conduct of any search or
inspection.

4-7. Personal Visits and Telephone Calls

For safety and security reasons, all guests must be accompanied by the respective employees. Care should be taken
to ensure that personal visits/telephone calls do not cross the reasonable limits of accommodation. Further,
22
employee should ensure these do not cause disruption/disturbance in other employee’s work.

4-8. Solicitation and Distribution

To avoid distractions, solicitation by an employee of another employee is prohibited while either employee is on
working time. "Working time" is the time an employee is engaged, or should be engaged, in performing his/her
work tasks for LabVantage Solutions. Solicitation of any kind by non-employees on Company premises is
prohibited at all times.

Distribution of advertising material, handbills, printed or written literature of any kind in working areas of
Company is only allowed with prior approval from Human Resources.

4-9. Bulletin Boards

Important notices and items of general interest are continually posted on our bulletin board. Make it a practice to
review it frequently. This will assist you in keeping up with what is current at LabVantage Solutions. To avoid
confusion, please do not post or remove any material from the bulletin board. Any material may be posted on the
bulletin board only with formal prior permission/approval from Human Resources.

4-10. Confidential Company Information

During the course of work, an employee may become aware of confidential information about LabVantage
Solutions Ltd.’ business, including but not limited to information regarding Company finances, pricing, products
and new product development, software and computer programs, marketing strategies, suppliers, customers and
potential customers. An employee also may become aware of similar confidential information belonging to the
Company's clients. It is extremely important that all such information remain confidential, and particularly not be
disclosed to our competitors. Any employee who improperly copies, removes (whether physically or
electronically), uses or discloses confidential information to anyone outside of the Company may be subject to
disciplinary action up to and including termination. Employees may be required to sign an agreement reiterating
these obligations.

4-11. Conflict of Interest and Business Ethics

It is LabVantage Solutions ' policy that all employees avoid any conflict between their personal interests and those
of the Company. The purpose of this policy is to ensure that the Company's honesty and integrity, and therefore
its reputation, are not compromised. The fundamental principle guiding this policy is that no employee should
have, or appear to have, personal interests or relationships that actually or potentially conflict with the best interests
of the Company.

It is not possible to give an exhaustive list of situations that might involve violations of this policy. However, the
situations that would constitute a conflict in most cases include but are not limited to:

23. Holding an interest in or accepting free or discounted goods beyond reasonable value from any
organization that does, or is seeking to do, business with the Company, by any employee who is in a
23
 position to directly or indirectly influence either the Company's decision to do business, or the terms upon
which business would be done with such organization.
24. Holding any interest in an organization that competes with the Company.
25. Being employed by (including as a consultant) or serving on the board of any organization which does,
or is seeking to do, business with the Company or which competes with the Company.
26. Profiting personally, e.g., through commissions, loans, expense reimbursements or other payments, from
any organization seeking to do business with the Company.

A conflict of interest would also exist when a member of an employee's immediate family is involved in situations
such as those above.

This policy is not intended to prohibit the acceptance of modest courtesies, openly given and accepted as part of
the usual business amenities, for example, occasional business-related meals or promotional items of nominal or
minor value.

It is your responsibility to report any actual or potential conflict that may exist between you (and your immediate
family) and the Company.

4-12. Gift Policy

For the purpose of this policy, reasonable gifts are defined as those which do not exceed INR 500. If an employee
receives a gift which value is above INR 500, it should be deposited with Human Resources. In certain situations
it may be impractical to decline a gift, when those situations arise it is OK to accept as long as it is not retained
with the employee, it is declared formally and deposited with Human Resources when the value exceeds INR 500.

4-13. Use of Facilities, Equipment and Property, Including Intellectual Property

Equipment essential in accomplishing job duties is often expensive and may be difficult to replace. When using
property, employees are expected to exercise care, perform required maintenance, and follow all operating
instructions, safety standards and guidelines.

Please notify your Supervisor if any equipment, machines, or tools appear to be damaged, defective, or in need of
repair. Prompt reporting of loss, damages, defects, and the need for repairs could prevent deterioration of
equipment and possible injury to employees or others. The Supervisor can answer any questions about an
employee's responsibility for maintenance and care of equipment used on the job.

Employees also are prohibited from any unauthorized use of the Company's intellectual property, such as audio
and video tapes, print materials and software.

Improper, careless, negligent, destructive, or unsafe use or operation of equipment can result in discipline, up to
and including discharge.

Further, the Company is not responsible for any damage to employees' personal belongings unless the employee's
Supervisor provided advance approval for the employee to bring the personal property to work.
24
4-14. Health and Safety

The health and safety of employees and others on Company property are of critical concern to Lab Vantage
Solutions. The Company intends to comply with all health and safety laws applicable to our business. To this end,
we must rely upon employees to ensure that work areas are kept safe and free of hazardous conditions. Employees
are required to be conscientious about workplace safety, including proper operating methods, and recognize
dangerous conditions or hazards. Any unsafe conditions or potential hazards should be reported to management
immediately, even if the problem appears to be corrected. Any suspicion of a concealed danger present on the
Company's premises, or in a product, facility, piece of equipment, process or business practice for which the
Company is responsible should be brought to the attention of management immediately.

Periodically, the Company may issue rules and guidelines governing workplace safety and health. The Company
may also issue rules and guidelines regarding the handling and disposal of hazardous substances and waste. All
employees should familiarize themselves with these rules and guidelines, as strict compliance will be expected.

Any workplace injury, accident, or illness must be reported to the employee's Supervisor as soon as possible,
regardless of the severity of the injury or accident.

4-15. Hiring Relatives/Employee Relationships

A familial relationship among employees can create an actual or at least a potential conflict of interest in the
employment setting, especially where one relative supervises another relative or they both work under the same
department. To avoid this problem, LabVantage Solutions, may refuse to hire or place a relative in a position
where the potential for favoritism or conflict exists.

All parties who enter into a formal personal relationship must inform management which would then take
appropriate action. If two employees marry, become related, or enter into a formal intimate relationship, they may
not remain in a reporting relationship, or in the same department or in positions where one individual may affect
the compensation or other terms or conditions of employment of the other individual. The Company generally will
attempt to identify other available positions in a different department or a different supervisor, but if no alternate
position is available, the Company retains the right to decide which employee will remain with the Company.

For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship
with the employee is similar to that of persons who are related by blood or marriage.

4-16. Employee Dress Code

LabVantage Solutions, employees are expected to wear appropriate business attire. The appropriate business attire
in this context is ‘Business Casuals’ on all days except Fridays In general, employees are expected to dress neatly
and to exercise common sense in selecting clothing and footwear appropriate for a business environment.

25
General Guidelines:

Typically, ‘business casuals’ is the appropriate term to define what should be worn on business days in case more
details are required, the following paragraphs provide specific details.

Women should wear suits (formal Indian suits are also fine), dresses, skirts with blouses or sweaters, or tailored
slacks with professional blouses. Men should wear collared dress shirts, and formal trousers. Tie and suits are not
at all compulsory but are optional and are recommended wear if one is meeting clients / key external visitors or
making a demo / imparting training. Footwear includes formal leather shoes, boots and sandals. Winter shoes are
fine during winter. Flashy shoes, flip-flops, and slippers are not acceptable in the office. Similarly, jeans are not
part of a ‘business casuals’ attire.

Slacks, Pants, and Suit Pants: Slacks that are similar to Dockers and other makers of cotton or synthetic material
pants, wool pants, flannel pants, dressy Capri, and nice-looking dress synthetic pants are acceptable. Inappropriate
slacks or pants include sweatpants, exercise pants, shorts, and any spandex.

Skirts, Dresses, and Skirted Suits: Casual dresses and skirts are acceptable.

This is a general overview of appropriate business casual attire. Items that are not appropriate for the office are
listed, too. Neither list is all-inclusive, and both are open to change. The lists tell you what is generally acceptable
as business casual attire and what is generally not acceptable as business casual attire.

Casual Dress Days:

Management in LabVantage Solutions offices may declare certain days to be Casual Dress Days, which provide
employees an opportunity to dress more casually at the office. At our offices, Casual Dress Day is every Friday.
Employees should wear appropriate casual clothing that is neat, clean and not overly revealing. Participation in
Casual Dress Day is a personal decision. Employees are expected to use good judgment to ensure that their attire
is appropriate for all activities (including meetings and client contact) that they will be involved in that day.
General guidelines regarding attire still apply on Casual Dress Days, and field locations may adopt modified
guidelines as appropriate to their environment. For example, even on casual dress days, flip-flops or torn jeans
are not acceptable wear. As on regular workdays, managers/HR have the final say on what is appropriate attire for
Casual Dress Days.

4-17. Publicity/Statements to the Media

All media inquiries regarding the position of the Company as to any issues must be referred to the Director of
Product Management & Marketing. Only the Head of Product Management & Marketing is authorized to make or
approve public statements on behalf of the Company. No employees, unless specifically designated by the Director
of Product Management & Marketing, are authorized to make those statements on behalf of Company. Any
employee wishing to write and/or publish an article, paper, or other publication on behalf of the Company must
first obtain approval from the Director of Product Management & Marketing.

26
4-18. Travel & Expense

Business Expense Reimbursement

Employees may be reimbursed for reasonable approved expenses incurred in the course of business. These
expenses must be approved by your Supervisor, and may include air travel, hotels, motels, meals, cab fare, rental
vehicles, or gas and car mileage for personal vehicles. All expenses incurred should be submitted in Microsoft
Dynamics 365 HRMS and tagged to your Supervisor along with the receipts in a timely manner.

Employees are expected to exercise restraint and good judgment when incurring expenses. Typically, your meal
expenses while on a business trip are covered as long as these are pertaining to your individual meals. If two or
more employees are on a business trip together it is acceptable for one of the two to make the payment and submit
the expenses for both parties and in such cases, the person who is senior in designation/ position should pay and
get it reimbursed. The expense report should detail the names of the people for whom the meal expenses are being
paid. Reimbursements for external parties (those who are not LabVantage employees) are allowed only if these are
directly business related (clients/vendors, etc). You should contact your Supervisor in advance if you have any
questions about whether an expense will be reimbursed.

The Finance department would scrutinize the expense report and escalate any anomalies to Human Resources.

Office Meals

It is acceptable to order meals for the team involved when we have client visits, and/or when two or more functions
are having an internal meeting which lasts beyond the lunch hour. These should be formally approved by the
respective function heads.

Business Travel

All International travel needs to be formally approved by the functional head keeping the CEO formally in the
loop. All air travel is by Economy class unless approved by the CEO.

4-19. If You Must Leave Us

Should you decide to leave the Company, we ask that you provide your Supervisor a formal notice as per your
employment contract to ensure a smooth transfer of work without loss of time and output. Your thoughtfulness
will be appreciated.

All Company property including, but not limited to, keys, security cards, parking passes, laptop computers, etc.
must be returned at separation. Employees also must return all of the Company's Confidential Information upon
separation. To the extent permitted by law, employees will be required to repay the Company (through payroll
deduction, if lawful) for any lost or damaged Company property.

27
Involuntary Termination

There are occasions when it is necessary to terminate employment for reasons that include, but are not limited
to, poor performance, lack of cooperation, insubordination, breach of confidentiality, illegality, and reductions
in staff or other such reasons.

4-20. Exit Interview

Employees who resign are requested to participate in an exit interview with Human Resources.

4-21. References

LabVantage Solutions, will respond to reference requests through the Human Resources Department . The
Company will provide general information concerning the employee such as date of hire, date of termination, and
positions held. Requests for reference information must be in writing, and responses will be in writing. Please
refer all requests for references to the Human Resources Dept.

4-22. A Few Closing Words

This handbook is intended to give you a broad summary of things you should know about LabVantage Solutions.
The information in this handbook is general in nature and, should questions arise please consult Human Resources
for clarifications. While we intend to continue the policies, rules and benefits described in this handbook,
LabVantage Solutions in its sole discretion, may always amend, add to, delete from or modify the provisions of
this handbook and/or change its interpretation of any provision set forth in this handbook. Please do not hesitate
to speak to management if you have any questions about the Company or its personnel policies and practices.

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General Handbook Acknowledgment

This Employee Handbook is an important document intended to help you become acquainted with LabVantage
Solutions. This document is intended to provide guidelines and general descriptions only; it is not the final word
in all cases. Individual circumstances may call for individual attention.

Because the Company's operations may change, the contents of this Handbook may be changed at any time, with
or without notice, in an individual case or generally, at the sole discretion of management.

Please read the following statements and sign below to indicate your receipt and acknowledgment of this
Employee Handbook.

I have received and read a copy of LabVantage Solutions. Employee Handbook. I understand that the policies,
rules and benefits described in it are subject to change at the sole discretion of the Company at any time.

I understand that my signature below indicates that I have read and understand the above statements and that I
have received a copy of the Company's Employee Handbook.

Employee's Printed Name: Position:

Employee's Signature: Date:

The signed original copy of this acknowledgment should be given to management - it will be filed in your
personnel file.

29