Arthav Information Technologies Private Limited GRIEVANCE POLICY

All grievances related to employees of the company are handled by the HR Department/ legal department and immediate manager/Supervisor/ foreman of the concerned department. The grievance shall be escalated to the Director, if not satisfied, And grievances related to assessors/TP/candidates are handled by manager assessments/legal department/Vice President and the grievance shall be escalated to the Director if not solved.

Complaints Handling Process

We have established the following process to ensure that any incidence of grievance is dealt with appropriately, sensitively, and expeditiously. Complaints Committee for Grievance: A committee is established as Complaints Committee for assessment-related grievance headed by a senior lade officer, Chief Executive Officer & Assessments Team Manager.

Process for dealing with incidents of related issue

Any candidates/TP/Assessor/employee who experiences any grievance can get in touch with any member of this Committee. Alternatively, the affected employee/fellow/intern may approach his/her supervisor and the supervisor will be expected to inform a member of the Committee immediately. All such complaints shall be in writing with full details of the incident.

On receipt of such a complaint, the Committee will immediately arrange to fully investigate all relevant details of the matter. It will do so with all possible care, sensitivity, and discretion in protecting the sensibilities of the impacted employee/fellow/intern. The member, who has allegedly committed the offence, will be given all reasonable opportunities to be heard by the Committee. The result of this investigation will be formally recorded and discussed within the senior management team for appropriate action. We give utmost importance to supporting our partners and staff while at work Necessary action will then be taken with regard to the offending member based on the circumstances and seriousness of the offence.

Where the company is legally advised that any such incident if constitutes a criminal offence, the company will inform the relevant authority, provide full details and request appropriate action. If the aggrieved employee/fellow/intern directly takes any action, against the offending member, either civil or criminal, the Committee, on becoming aware of such action by the aggrieved employee/fellow/intern, shall be entitled to, suo moto, start the internal enquiry/investigation and recommend appropriate action.

If the Committee receives an anonymous reference related to the grievance, it will draw the attention of the supervisor concerned with the relevant business or location. The matter will be fully examined by the concerned supervisor and its conclusions and plans for necessary action will be communicated to the Committee. Heads of departments and senior management at all company locations will also be expected to be sensitive to any circumstances or behaviour among their colleagues which appear to go against the company policy on this matter. In case they become aware of any such incidence, they will immediately inform the head of the Committee and take appropriate action as advised.

The company has added the following instructions to ensure, to the best of its ability, the service of its Staff

No employee/assessor will be subject to any form of retaliation for making a good faith report of conduct that they believe violates the aforementioned policies. If attending work-related social events, meetings, dinners, etc. outside of office hours, employees should try and have another company staff member accompany them if possible. Employees must inform their supervisors of any such events they plan to attend. Employees must use sound judgment when socializing with external contacts developed through work initiatives.

Employees travelling for work must inform their supervisors of the dates, duration, location, and purpose of the visit. Contact information for the partner organization must be documented and provided to a supervisor.

During site visits or work-related travel, employees must use sound judgment at all times and take every measure to ensure their safety. Examples of things to consider may include: Understanding if it is safe to go out at night on your own; keeping host and supervisor informed regarding where you will be staying; avoiding attracting unnecessary attention to yourself with unruly behavior; understanding from the host organization any cultural or local sensitivities. Employees /fellows/interns catching up after office hours have to be careful and should take care of themselves as Company will have no control over any accidents that may occur after office hours.

Communication of Grievance Redressal Mechanism

Arthav Information Technologies Private Limited Grievance Redressal Mechanism is prominently displayed in the Office. Assessment Managers & Operation Team at Head office inform clients about the Grievance Redressal Mechanism before and during every assessment in both verbal and written communication. Supervisors also inform clients about the Grievance Redressal Mechanism every time they visit clients on Monitoring visits.

Name of type GRO/ZTP and Assessment Coordination officers, email id, and Toll contact number are printed on every assessment confirmation and scheduling mail. Staff is trained about the need to ensure that all stakeholders are aware of the Grievance Redressal Mechanism.

Closure of Complaint/Grievance

We give utmost importance to supporting our partners and staff while at work.