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Northline Analytics Private Limited
Plot No. 8, Phase 8-B, Industrial Area, S.A.S. Nagar (Mohali) 160055

HR POLICY HANDBOOK

Effective from 1 April 2026

1. 1. About this handbook. This handbook sets out the general rules for staff of Northline Analytics Private Limited (the Company) on working time, leave, conduct and complaints. It does not take away any right that the law gives an employee. If the law, or an employee's appointment letter, gives an employee more than this handbook does, the law or the letter applies.

1. 2. Working days and hours. The Company works Monday to Saturday. Working hours are 9:30 am to 6:00 pm, with a 30-minute lunch break. Three late arrivals of up to 15 minutes in a month count as half a day of casual leave.

1. 3. Attendance. Every employee is expected to be at work on time and to mark attendance as the Company requires. An employee who cannot come to work must tell the reporting manager as early as possible on the same day. Absence without leave or information may be treated as unauthorised absence and handled under the disciplinary clause.

1. 4. Leave in a year. Each employee is entitled to 8 days of casual leave, 8 days of sick leave and 15 days of earned leave. Leave must be applied for in advance, except in an emergency or illness, and is approved by the reporting manager. Unused earned leave carries forward to the next year, up to the limit the employer fixes in writing.

1. 5. Leave the law gives. Maternity leave and benefits, paid public holidays, and any other leave that the law gives are allowed as the law provides. Nothing in this handbook reduces them.

1. 6. Conduct. Every employee is expected to act honestly, to treat colleagues, customers and visitors with respect, to keep the Company's information confidential, to look after the Company's property, and to follow the safety rules of the workplace. The following are not allowed: theft or fraud, violence or threats, working under the influence of alcohol or drugs, falsifying records, and harassment of any kind, including sexual harassment. A conflict of interest must be disclosed to the Company.

1. 7. Sexual harassment. The Company does not tolerate sexual harassment. Complaints are dealt with under the Company's separate policy and its Internal Committee.

1. 8. Discipline. If an employee is thought to have broken a rule, the Company will tell the employee what is alleged and ask for a written explanation before deciding on any action. Depending on how serious the matter is, the action may be a written warning, withholding of an increment, suspension, or termination, after the process the Company's service rules or the law require. Nothing here limits any right to a fair hearing.

1. 9. Questions and complaints. An employee with a question, a grievance or a complaint should speak to the reporting manager first and, if it is not solved, to the Head of Human Resources, hr@northline.example. No employee will be penalised for raising a concern in good faith.