2.

Employment:
Notwithstanding any other representations, all employees of Company have to give a 60-day
notice in the event of resigning from the Company. The Company also agrees to give a 60-day
notice in the event of terminating any employee, unless the employee is terminated for
performance reasons, in which case employee understands that Company is not obligated to give
any notice.

No employee or other representative of company is authorized to make any other representations

to employees.

3. Equal Employment:
Company is committed to providing equal employment opportunities. All employees and
applicants are evaluated on the basis of their qualifications, consistent with applicable state and
central laws, without regard to an individual’s race, colour, national origin, religion or creed, sex,
sexual orientation, age, physical or mental disabilities, or any other protected class required by
law.

This Equal Employment opportunity policy will have, as its firm objective, equal opportunity in
recruitment, hiring, rates of pay, promotion, training, termination and fringe benefits, and all other
forms of compensation, conditions, and privileges of employment for all employees and
applicants.

4. Employee References and Requests for Employee Information:

Company maintains employee records for periods required by law. It is the policy of Company
that employees cannot give employment or other references for current or former employees on
behalf of the Company. The Human Resource Department will provide the following information
in response to written inquiries about employees:

 Current Employees – Verification of employment, job title, date of hire, and current
salary.

 Former Employees – Verification of employment, date of hire and termination, job title
& salary at time of termination

Employees who choose to give references in a purely personal capacity cannot use Company
stationery and will not imply that they are representing the Company in giving these references.

5. Standards of Conduct:
Occasionally, it becomes necessary to use disciplinary measures when personal conduct is
contrary to accepted practices. In an effort to provide you with some guidance, the following are
examples of the most common types of conduct that are not acceptable and that may prompt
Confidential Material Page No: 1
Company to exercise its right to terminate the employment relationship with cause, and with or
without notice.

The following list is illustrative only; other types of conduct injurious to security, personal safety,
employee welfare, and Company operations may also be prohibited. These items also apply to
conduct at client sites.

 Falsification of employment records, employment information, or other Company records.

 Falsification of time and expense records, either one’s own or those of another employee.

 Theft or deliberate or careless damage of any Company property or the property of any
Company employee or client.
 Removing or borrowing Company or client property, without prior authorization.
 Unauthorized use of Company equipment, time, materials, or facilities.
 Provoking a fight or fighting during working hours on Company or client property.
 Carrying firearms or any other dangerous weapons on Company or client property at any
time.

 Engaging in criminal conduct, whether or not related to job performance.

 Causing, creating, or participating in a disruption of any kind during working hours on
Company or client property.
 Insubordination, including but not limited to failure or refusal to obey the orders or
instructions of a supervisor or member of management, or the Use of abusive or
threatening language toward a supervisor or member of management.
 Failure to notify a supervisor or manager when unable to report to work.
 Failure to observe working schedules.
 Unreported absence of two consecutive, scheduled workdays.
 Excessive tardiness.
 Failure to provide a physician’s certificate when requested or required to do so.

Confidential Material Page No: 2

  Sleeping or malingering on the job.
 Making or accepting excessive personal telephone calls during working hours, except in
cases of emergency or extreme circumstances.
 Working overtime without authorization, or refusing to work assigned overtime.
 Wearing extreme, unprofessional, or inappropriate styles of dress or hair while working.

 Violation of any safety, health, security or Company policy, rule, or procedure.

 Committing a fraudulent act, or a breach of trust, under any circumstances
 Unlawful harassment or discrimination.
 Violating the obligation regarding confidential and/or proprietary information
 Supporting illegal activities, including all governmental laws and regulations of every
jurisdiction in which we do business
 Violating Company’s policy on solicitations, copyrights, trademarks etc.

While Company does not seek to interfere with the off-duty and personal conduct of its
employees, certain types of conduct may interfere with the Company’s legitimate business
interests. For this reason, employees should be aware that they are expected to conduct their
personal affairs in a manner that does not adversely affect their own integrity, reputation,
credibility or that of the Company. Illegal or immoral off-duty conduct on the part of an employee
may be grounds for dismissal.

Confidential Material Page No: 3