HR Handbook v.1.6

HR Handbook Biafo Tech (Private) Limited For any questions or additional information, please get in touch with: H-U-M-A-N resource department Click here to download the latest version of the document..

[Audio] HR Handbook | Page 1 We extend an enthusiastic welcome on behalf of Biafo Tech Management and hope this will be the beginning of a great endeavor. We believe that one of the most significant asset of the Company is our employees; therefore, it is our primary objective to provide a working environment that is conducive to both personal and professional growth. The objective of this handbook is to inform new employees of the policies and procedures of this company and to establish the company’s expectations. The company reserves the right to unilaterally revise, suspend, revoke, terminate or change any of its policies, in whole or in part, whether described within this handbook or elsewhere, in its sole discretion. If any discrepancy between this handbook and current company policy arises, conform to current company policy. Every effort will be made to keep you informed of the company’s policies; however, we cannot guarantee that notice of revisions will be provided. This handbook supersedes and replaces any and all personnel policies and manuals previously distributed, made available or applicable to employees. We look forward to your contributions to the organization. Human Resource Department www.biafotech.com.

[Audio] HR Handbook | Page 2 13.1 Grounds for Disciplinary Actions .............................7 Table of Contents 14 workplace VIOLENCE ............................................8 1 HISTORY ........................................................................ 3 14.1 Reporting Procedures ...............................................8 2 EMPLOYMENT basics ................................................ 3 15 PROFESSIONAL CONDUCT ........................................8 2.1 Equal Opportunity Employment ................................... 3 16 DRESS CODE .................................................................8 2.2 Recruitment & Selection ............................................... 3 17 USE OF COMPANY PROPERTY...................................8 2.3 Probation ..................................................................... 3 18 workplace HARASSMENT ......................................8 2.4 Background Checks ...................................................... 3 18.1 Prohibition of Harassment ........................................8 3 work performance ............................................... 3 18.2 Prohibition of Discrimination ...................................8 3.1 Expectations ................................................................. 3 18.3 Prohibited Conduct ..................................................9 3.2 Time Tracking Software ............................................... 3 19 DRUG/ALCOHOL-FREE ENVIRONMENT .................9 3.3 MS Teams .................................................................... 3 20 Non‐DISCLOSURE OF CONFIDENTIAL 3.4 Performance Reviews ................................................... 3 INForMATION ......................................................................9 3.5 Insubordination ............................................................ 4 21 COMPUTER AND INForMATION security ..........9 4 working hours AND ATTENDANCE ................... 4 22 EMPLOYEE separation ......................................... 10 4.1 Hours of Work ............................................................. 4 22.1 Termination ........................................................... 10 4.2 Break Time................................................................... 4 22.2 Resignation ............................................................ 10 4.3 Attendance and Punctuality .......................................... 4 22.3 Notice Period ......................................................... 10 4.4 Attendance Record ....................................................... 4 22.4 Return of Company Property .................................. 11 4.5 Overtime ...................................................................... 4 22.5 Final Settlement ..................................................... 11 4.6 Work from Home ......................................................... 4 5 leave policy ............................................................. 4 5.1 Leave Encashment ....................................................... 5 5.2 Sandwich Leaves .......................................................... 5 5.3 Late Comings ............................................................... 5 5.4 Leaving Early ............................................................... 5 5.5 Kinds of Leave of Absence............................................ 5 5.6 How to Apply for Leave(s) ............................................ 5 5.7 More than 3 Leaves ...................................................... 5 5.8 Maternity Leave ........................................................... 5 5.9 Paternity Leave ............................................................ 6 5.10 Pilgrimage Time Off ................................................. 6 5.11 Marriage Leave ........................................................ 6 5.12 Bereavement Leave .................................................. 6 6 P-A-Y period .................................................................. 6 6.1 Salary for Less than 15 Days ......................................... 6 7 severe/INCLEMENT weather CONDITIONS ..... 6 8 health INSURANCE .................................................. 6 9 TRAVELLING AND mileage ALLOWANCE ........... 6 9.1 General Guidelines to be Followed ............................... 6 10 TRAVEL EXPENSE ........................................................ 6 11 laptop security ...................................................... 7 11.1 Policy Violations ...................................................... 7 12 ANTI-BRIBERY & CORRUPTION................................. 7 13 discipline ................................................................... 7 www.biafotech.com.

[Audio] HR Handbook | Page 3 1 HISTORY until you receive an email notifying you about the end of your probation, please consider yourself on probation. Biafo is nearly a 67 kilometers long glacier in the Karakorum mountain range of Pakistan and is part of the world’s longest glacial system outside the polar regions. This is our namesake, a technology company which feels the need at heart to be rooted in the values of the land and nature we surround ourselves in, an ethical which believes in putting our community our employees and our customers first. 2.4 Background Checks A critical component of a comprehensive hiring process is conducting background checks on potential new hires. Background checks help us reduce the mystery in the hiring process and home in on candidates who have a higher potential to align with our needs and our company overall. 3 work performance Biafo Tech came into existence as a need when it soon became apparent that there was lack of a specific expertise available in the country, we banded together a team of consultants and business analysts willing to learn everything up. We rescued a project in record 4 months and in the process gave birth to a company with vision to do things professionally and in a better way. 2 EMPLOYMENT basics 3.1 Expectations The company expects every employee to act in a professional manner. Satisfactory performance of job duties and responsibilities is key to this expectation. Employees should attempt to achieve their job objectives, and act with diligence and consideration at all times. Poor job performance can result in disciplinary action, up to and including termination. 2.1 Equal Opportunity Employment We’re an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status. 3.2 Time Tracking Software It is mandatory for all to keep the tracker’s timer turned on when working (whether at home or office); we take tracker’s reports seriously and expect all our employees to comply in letter and spirit. Your cooperation in this regard will help us ensure certain level of productivity by effective workload management across teams. So, it is essential to select relevant project(s) while working on different projects. If you don’t find relevant projects on tracker, please inform H-R-D--. Also, its reports are considered for salary calculations. 3.3 MS Teams We rely on Microsoft Teams for our internal communication. To ensure effective communication, please download the application on both your 2.2 Recruitment & Selection Recruitment and selection at Biafo Tech ensures placement of the best professionals to fill vacancies in accordance with approved strength. Recruitment and selection is one of the key functions Human Resource Department is responsible for. Through recruitment and selection HR department ensures recruiting best professionals, open competition and compliance without any discrimination among the candidates. To stay abreast recruitment and selection is a continuing activity to fulfill placement requirements. To make recruitment and selection function fair; Job requirements, relevant qualification and experience are the.

[Audio] HR Handbook | Page 4 Employees should note that a performance review does not guarantee a pay increase or promotion. Written performance evaluations may be made at any time to advise employees of unacceptable performance. Evaluations or any subsequent change in employment status, position or pay does not alter the employee’s at will relationship with the company. 4.4 Attendance Record It is mandatory to mark biometric attendance both on arrival and when leaving the office. In the event that you visit a client site, H-R-D will add you to WhatsApp group. Please ensure that you share your live location upon arrival and departure. We expect you to be punctual, just as you would be when attending BT office. Failure to do so, either upon arrival or departure, will result in deduction of one full day leave. 3.5 Insubordination Supervisors and employees should interact with mutual respect and common courtesy. Employees are expected to take instructions from supervisors or other persons of authority. Failure to comply with instructions or unreasonably delaying compliance is considered insubordination. Acts of insubordination are subject to disciplinary action, up to and including termination. 4.5 Overtime During busy schedules, the employer may require employees to work extended hours. Overtime is considered a condition of employment, and refusal to accept it when reasonable notice has been given is cause for discipline, up to and including termination. When Employees are required to work extended hours, in excess of eleven (11) hours the Employee will be eligible to claim PKR 400.00 in lieu of a meal and beverage. If an employee disagrees with a supervisor, the employee should first try to mediate the situation by explaining their position. If possible, a compromise might be met and accusations of insubordination avoided. 4.6 Work from Home Please note that we strongly discourage requests for work from home (W-F-H--). However, under exceptional 4 working hours AND ATTENDANCE circumstances, you can directly seek approval for remote work from your immediate supervisor, Delivery Head or relevant Director. Nevertheless, the number of days on a work from home basis should not exceed three days in a week. If your request is approved, the following conditions shall apply: 4.1 Hours of Work The normal work week for Biafo Tech (Pvt.) Limited shall consist of five (5) days. Work hours are from 9:00 a.m. to 5:00 p.m., Monday through Friday, including one hour (01:00 p.m. – 02:00 p.m.) for lunch/prayer. However, when required, you’re bound to adhere to client’s work schedule. You shall dedicate a minimum of 7 hours per day to work, and your time tracking reports will be taken into account for verification. If you forget to clock your hours, it will be considered as a full day leave. 4.2 Break Time Break time for lunch and prayer is from 01:00 p.m. to 02:00 p.m. It is crucial to strictly adhere to this timeframe. If you are deployed at the client site, please follow the client's schedule strictly. Your salary for the W-F-H day will be reduced to 50% of your daily rate. For example,.

[Audio] HR Handbook | Page 5 5.5 Kinds of Leave of Absence No employee shall, without the prior permission of the competent authority, leave the office or absent himself from his duty. Provided further: Short Leave (S-L---) and Late Coming will be treated as same (Short Leave: Absence for max. 2 hours from work) Half Day Leave (H-D-L--) – Working less than 5 hours but greater than 4 hours) You will be allowed earned leave of twentyfour (24) calendar days per annum – 12 sick leaves and 12 casual leaves. Full Day Leave (F-D-L--) For further clarity, please note that: 2 x SL or Late = 1 HDL 4 x SL or Late = 1 FDL 2 10 Hdl = 1 Fdl All employees will be entitled for max. 2 earned leaves each month after employment confirmation in other words the lapse of probation period. However, you cannot take more than three leaves in a single month even if your leaves have been carried forward from the previous month. 5.6 How to Apply for Leave(s) 5.1 Leave Encashment Encashment of up to 14 earned leaves can be claimed after 12 months’ service with the company (excluding period on probation) as per the payment cycle decided by the Management of Biafo Tech. If you plan to take leave for any reason [or arrive late or leave early], you must seek approval from your Track Lead via email, keeping HR and Delivery Head in the loop as much in advance as possible but no later than 72 hours before the scheduled workday and asap in case of an emergency. The encashment benefit will be regulated on the basis of basic pay and of the last pay drawn. Track Lead should delegate tasks and responsibilities of absentee to other team members and make sure that work is properly managed during his/her absence. If the Track Lead is unavailable for any reason, the Delivery Head must be approached for such requests. 5.2 Sandwich Leaves Leaves taken around public holiday(s)/weekend. For instance, if you take leave on both Friday and Monday, four days will be counted as leave days. Similarly, if you take leave before and after a public/gazetted holiday(s), such as before and after the start and end of Eid holidays, all Eid holidays will be considered as leave days. 5.3 Late Comings Senior staff, including those in track lead roles and higher, send such requests directly to the Delivery Head keeping HR in the loop. An employee reaching the office after 09:15 a.m. shall be considered as late. You should indicate the nature of the problem causing the absence along with the return towork date when requesting the absence. Anyone working for less than 7 hours but greater than 5 hours will be considered Late/on Short Leave If you request leave on medical grounds, a physician's statement will be required. Please note that unapproved.

[Audio] HR Handbook | Page 6 5.9 Paternity Leave A male employee, subject to load of work, be granted paternity leave on full pay not exceeding three days outside his leave account from the date of its commencement even if this results in arriving late for work. However, if it is unavoidable for staff to be absent from the workplace, with the agreement of their line manager and subject to operational needs and other relevant factors, the manager in discussion with the staff member may agree one of the following options: As is the case with all company policies, the organization has the exclusive right to interpret this policy. 5.10 Pilgrimage Time Off Work from home (only if your absence has the potential to cause substantial damage to the project or overall productivity of your team) Make the lost time up Take annual leave Take unpaid leave Or apply a combination of the above options Employees who have been employed continuously by the Company for at least 2 years, may take up to 10 days’ paid time off to proceed on pilgrimage in other words Hajj, Umra, Ziarat, et cetera This time off may only be taken once in a course of two years during the employee’s employment with the Company. 5.11 Marriage Leave 8 health INSURANCE Biafo Tech makes health benefits available to confirmed eligible employees and their family members. Eligible employees are full time employees who have worked for at least three months with the company. Regular, full time employees are entitled to four days of Marriage Leave. Marriage Leave is applicable for the first legal marriage only and could be taken upon completion of 10 months confirmed employment. Discuss your Marriage Leave plans, in advance, with your manager. While business requirements must be taken into consideration. 9 TRAVELLING AND mileage ALLOWANCE 5.12 Bereavement Leave Should you need to visit a client whose office is located beyond 10 kilometers from our own, you have the option to claim reimbursement for fuel expense. 9.1 General Guidelines to be Followed An employee who wishes to take time off due to the death of an immediate family member should notify his or her supervisor as soon as possible. If an employee leaves work early on the day he or she is notified of the death, that day will not count as bereavement leave. Please reach out to H-R-D via email to obtain information regarding your TA/DA band. A travel request must be approved before proceeding on any international or domestic travel. Employees are allowed up to four consecutive days off from regularly scheduled duty with regular pay in the event of the death of the employee's spouse, child, stepchild, parent, stepparent, father in law, mother, mother in law, son inlaw, daughter in law, brother, sister, stepbrother, stepsister, or an adult who stood in loco parentis to the employee during childhood. Any international or domestic (intra city) travel request must be raised and followed as per the company travel policy and procedure. All reports must be submitted within 15 days of.

[Audio] HR Handbook | Page 7 13 discipline 13.1 Grounds for Disciplinary Actions Forms are provided to request reimbursement for actual expenses and advance payment for travel (Please get in touch with HR for more clarity). Receipts must be provided for all expenditures made in order to claim reimbursement. The company reserves the right to discipline and/or terminate any employee who violates company polices, practices or rules of conduct. Poor performance and misconduct are also grounds for discipline or termination. Per diem will be offered to out stationed employees. Airfare shall be prepaid by the office in case if the distance exceeds 500 kilometers. 11 laptop security The following actions are unacceptable and considered grounds for disciplinary action. This list is not comprehensive; rather, it is meant merely as an example of the types of conduct that this company does not tolerate. These actions include, but are not limited to: Engaging in acts of discrimination or harassment in the workplace Possessing, distributing or being under the influence of illicit controlled substances This policy addresses the actions that must be taken by all Biafo Tech employees who have a company issued laptop and accessories. Each employee provided with a laptop by Biafo Tech is responsible for the physical security of the laptop. Company will ensure to quarterly assess the condition of laptops, in case of any damage or malfunctioning, repair charges will be adjusted from upcoming salary. 11.1 Policy Violations Being under the influence of a controlled substance or alcohol at work, on company premises, or while engaged in company business Unauthorized use of company property, equipment, devices or assets Violation of this policy may be grounds for disciplinary action up to and including termination of employment. If an employee's laptop is stolen due to negligence, the employee will be responsible for the cost of replacing the laptop. Damage, destruction or theft of company property, equipment, devices or assets 12 ANTI-BRIBERY & CORRUPTION Removing company property without prior authorization or disseminating company information without authorization Falsification, misrepresentation or omission of information, documents or records Bribery and corruption are not only against our company values; they are illegal and can expose both the employee and the company to fines and penalties, including imprisonment and reputational damage. Insubordination or refusal to comply with directives Failing to adequately perform job responsibilities Excessive or unexcused absenteeism or tardiness Disclosing confidential or proprietary company information without permission The Biafo Tech is committed to conduct its business in professional, fair and ethical manner along with zerotolerance approach to bribery and corruption. Employees must adhere to the procedures designed by the University to prevent bribery and corruption. Following mentioned are few activates but not limited to; that are prohibited under this policy: Illegal or violent activity Falsifying injury reports or reasons for leave Misuse of position for personal gain or for the advantage of other.

[Audio] HR Handbook | Page 8 14 workplace VIOLENCE 18 workplace HARASSMENT Biafo Tech provides a safe workplace for all employees. To ensure a safe workplace and to reduce the risk of violence, all employees should review and understand all provisions of this workplace violence policy. Biafo Tech is committed to providing a work environment for all employees that is free from sexual harassment and other types of discriminatory harassment. Employees are expected to conduct themselves in a professional manner and to show respect for their co‐workers. 14.1 Reporting Procedures Biafo Tech’s commitment begins with the recognition and acknowledgment that sexual harassment and other types of discriminatory harassment are, of course, unlawful. To reinforce this commitment, Biafo Tech has developed a policy against harassment and a reporting procedure for employees who have been subjected to or witnessed harassment. This policy applies to all work‐related settings and activities, whether inside or outside the workplace, and includes business trips and business‐related social events. Any potentially dangerous situations must be immediately reported to a supervisor or the human resource (H-R---) department. Reports can be made anonymously, and all reported incidents will be investigated. Reports or incidents warranting confidentiality will be handled appropriately, and information will be disclosed to others only on a needto know basis. All parties involved in a situation will be counseled, and the results of investigations will be discussed with them. Biafo Tech will actively intervene at any indication of a possibly hostile or violent situation. 18.1 Prohibition of Harassment 15 PROFESSIONAL CONDUCT Biafo Tech’s policy against sexual harassment prohibits sexual advances or requests for sexual favors or other physical or verbal conduct of a sexual nature, when: submission to such conduct is made an express or implicit condition of employment; submission to or rejection of such conduct is used as a basis for employment decisions affecting the individual who submits to or rejects such conduct; or This company expects its employees to adhere to a standard of professional conduct and integrity. This ensures that the work environment is safe, comfortable and productive. Employees should be respectful, courteous, and mindful of others’ feelings and needs. General cooperation between coworkers and supervisors is expected. Individuals who act in an unprofessional manner may be subject to disciplinary action. 16 DRESS CODE such conduct has the purpose or effect of unreasonably interfering with an employee’s work performance or creating an intimidating, hostile, humiliating, or offensive working environment. While it is not possible to list all of the circumstances which would constitute sexual harassment, the following are some examples: unwelcome sexual advances – whether they involve physical touching or not; Biafo Tech requires that employees dress neatly and appropriately at all times and that they maintain adequate personal hygiene. Being an employee of the Company, we expect you to present a clean and professional appearance when you represent us. You are therefore, required to dress up in appropriate business attire. It is essential that you act in a professional manner and extend the highest courtesy all the times to co workers, visitors, vendors and.

[Audio] HR Handbook | Page 9 origin, disability, or other protected category (or that of the individual’s relatives, friends, or associates) that: The protection of privileged and confidential information, including trade secrets, is vital to the interests and the success of the company. The disclosure, distribution, electronic transmission or copying of company’s confidential has the purpose or effect of creating an intimidating, hostile, humiliating, or offensive working environment; information is prohibited. Such information includes, but is not limited to the following examples: Compensation data has the purpose or effect of unreasonably interfering with an individual’s work performance; or Program and financial information, including information related to financers, and pending projects and proposals otherwise adversely affects an individual’s employment opportunities. Compliance with this policy is a condition of each employee’s employment. Employees are encouraged to raise any questions or concerns about this policy or about possible discriminatory harassment with the HR Department. 18.3 Prohibited Conduct Employees are required to sign a non‐disclosure agreement as a condition of employment. Any employee who discloses confidential information will be subject to disciplinary action (including possible separation), even if he or she does not actually benefit from the disclosure of such information. Discussions involving sensitive information should always be held in confidential settings to safeguard the confidentiality of the information. 21 COMPUTER AND INForMATION security Biafo Tech does not tolerate any type of workplace violence committed by or against employees. Employees are prohibited from making threats or engaging in violent activities. This list of behaviors provides examples of conduct that is prohibited: Causing physical injury to another person. Making threatening remarks. This section sets forth some important rules relating to the use of Biafo Tech’s computer and communications systems. These systems include individual PCs provided to employees, centralized computer equipment, all associated software, and telephone, voice mail and electronic mail systems. Displaying aggressive or hostile behavior that creates a reasonable fear of injury to another person or subjects another individual to emotional distress. Intentionally damaging employer property or property of another employee. Possessing a weapon while on company property or while on company business. Committing acts motivated by, or related to, sexual harassment or domestic violence. Biafo Tech has provided these systems to support its mission. Although limited personal use of Biafo Tech’s systems is allowed, subject to the restrictions outlined below, no use of these systems should ever conflict with the primary purpose for which they have been provided, Biafo Tech’s ethical responsibilities or with applicable laws and regulations. Each user is personally responsible to ensure that these guidelines are followed. 19 DRUG/ALCOHOL-FREE ENVIRONMENT Employees are prohibited from unlawfully consuming, distributing, possessing, selling, or using controlled substances while on duty. In addition, employees may not be under the influence of any controlled substance, such as drugs or alcohol, while at work, on company premises or engaged in company business. Anyone violating this policy may be.

[Audio] HR Handbook | Page 10 Document libraries of other users should not be browsed unless there is a legitimate business reason to do so. To ensure the safety, accessibility, and backup of organizational data, all employees are required to synchronize and upload their workrelated data to OneDrive. This practice ensures compliance with company protocols and protects against data loss. Employees must regularly ensure that their files are properly synced to OneDrive. Individual users should never make changes or modifications to the hardware configuration of computer equipment. Requests for such changes should be directed to computer support. 22 EMPLOYEE separation Additions to or modifications of the standard software configuration provided on Biafo Tech’s PCs should never be attempted by individual users (for example, autoexec.bat and 22.1 Termination config.sys files). Requests for such changes should be directed to computer support. The Employer may terminate this Agreement without notice and compensation and with immediate effect in the following circumstances: Individual users should never load personal software (including outside email services) to company computers any breach of this Agreement or the service rules made hereunder on the part of the Employee; Users should not attempt to boot PCs from floppy diskettes. This practice also risks the introduction of a computer virus. Biafo Tech’s computer facilities should not be used to attempt unauthorized access to or use of other organizations’ computer systems and data. Inability of the Employee on medical or other grounds to carry out his duties under this Agreement for any period in excess of one (1) month during any period of twelve (12) calendar months of service; Computer games should not be loaded on Biafo Tech’s PCs. Misconduct by the Employee which shall include any act or omission, whether willful or negligent, which shall in the reasonable opinion of the Employer be prejudicial to its interests. Unlicensed software should not be loaded or executed on Biafo Tech’s PCs. Company software (whether developed 22.2 Resignation internally or licensed) should not be copied onto floppy diskettes or other media other than for the purpose of backing up your hard drive. Software documentation for programs The exercise of termination rights shall be in addition to, and not in substitution for, any other remedies that may be available to the Employer and the exercise of such rights shall not relieve the Employee of the obligations incurred to the date of such termination, or relieve the Employee from liability and damages for breach of this Agreement. developed and/or licensed by the company should not be removed from the company’s offices. Individual users should not change the location or installation of computer equipment in offices and work areas. Requests for such changes should be directed to computer support or management. Employee can initiate resignation by applying in writing with proper prior notice as mentioned in contract after successful completion & confirmation. Employer will respond within 15.

[Audio] HR Handbook | Page 11 salary, and probationary employees must surrender/pay 1 month's salary to Employer, if they don't serve the mandatory notice period as stated in the employment agreement. If salaries aren't paid, the employer can withhold the equivalent amount. 22.4 Return of Company Property Upon termination, individual will return all Company property and that the property will be returned in proper working order. An individual may be held financially responsible for lost or damaged property. Company property includes, but is not limited to, laptops, cell phones and other equipment. Failure to return equipment will be considered theft and may lead to prosecution by Company. 22.5 Final Settlement Your salary, commissions and expense reimbursements for the month of your resignation will be adjusted in the final settlement, separately from the regular payroll cycle, with/after due approvals from relevant authorities. * * * * * * * * * * * * * * * www.biafotech.com.

[Audio] HR Handbook | Page 12 ACKNOWLEDGEMENT OF receipt (EMPLOYER COPY) I acknowledge that I have received a copy of this Handbook. I understand that I am responsible for reading the information contained in the Handbook. I understand that the Handbook is intended to provide me with a general overview of the company’s policies and procedures. I acknowledge that nothing in this Handbook is to be interpreted as a contract, expressed or implied, or an inducement for employment, nor does it guarantee my employment for any period of time. I understand and accept that my employment with the company is at will. I have the right to resign at any time with or without cause, subject to clauses in the Employment Agreement; just as the company may terminate my employment at any time with or without cause or notice in certain circumstances. I understand that nothing in the handbook or in any oral or written statement alters the at will relationship, except by written agreement signed by the employee and employer. I acknowledge that the company may revise, suspend, revoke, terminate, change or remove, prospectively or retroactively, any of the policies or procedures outlined in this handbook or elsewhere, in whole or in part, with or without notice at any time, at its sole discretion. ____________________________________________ Employee Full Name & Signature ____________________________________________ Date www.biafotech.com.