Equal Opportunity Policy

Date of issue: 1st June 2024
Effective from: 1st June 2024
Authorized by: Board of Directors of the Company ("Board")
Adopted by: Board Resolution dated 1st June 2024

This Equal Opportunity Policy ("Policy") is applicable for all job applicants, employees and employers. Should any Transgender Person (as defined below) and Person with Disability (as defined below), employed by the Company (as defined below) have specific concerns or additional requirements, they are requested to contact the human resource/Liaison and Complaint Officer (as defined below) from time to time, so as to enable the Company to make suitable arrangements.

2.1. "Discrimination" means any distinction, exclusion, restriction on the basis of gender or sexual orientation which has the purpose or effect of impairing or nullifying the recognition, enjoyment or exercise on an equal basis with others of all human rights and fundamental freedoms in the political, economic, social, cultural, civil or any other field and includes all forms of discrimination and denial of Reasonable Accommodation.

2.2. "Person with Disability" means a person with long term physical, mental, intellectual or sensory impairment which, in interaction with barriers, hinders his full and effective participation in society equally with others.

2.3. "Reasonable Accommodation" means necessary and appropriate modification and adjustments, without imposing a disproportionate or undue burden in a particular case, to ensure to Transgender Persons the enjoyment or exercise of rights equally with others.

2.4. "Transgender Person" means a person whose gender does not match with the gender assigned to that person at birth and includes trans-man or trans-woman (whether or not such person has undergone sex reassignment surgery or hormone therapy or laser therapy or such other therapy), person with intersex variations, genderqueer and person having such socio-cultural identities as kinner, hijra, aravani and jogta.

3.1. The objective of the policy is to respect diversity and core values. Maestroedge Solutions Private Limited ("Company") is committed to being an equal opportunity employer.

3.2. Our success is based on our people. We treat each other with respect and dignity and expect everyone to promote a sense of personal responsibility. We recruit competent and motivated people who respect our values, provide equal opportunities for their development and advancement, protect their privacy and do not tolerate any form of harassment or discrimination.

3.3. We embrace diversity and respect the personal dignity of our fellow employees. The Company respects the personal dignity, privacy and personal rights of every employee and is committed to maintaining a workplace free from discrimination and harassment. Therefore, employees must not discriminate on the basis of origin, nationality, religion, race, gender, age or sexual orientation, or engage in any kind of verbal or physical harassment based on any of the above or any other reason.

4.1. The Company is committed to provide equal opportunity of employment without any discrimination on the grounds of age, colour, disability, origin, nationality, religion, race, gender, or sexual orientation and will not engage in any kind of verbal or physical harassment based on any of the above or any other reason.

4.2. Employees are personally responsible for treating each other with respect and dignity, which includes respecting the rights and differences of others.

4.3. Employment with the Company will be based on merit and not on any irrelevant attributes or characteristics that an individual may possess.

4.4. Developmental and promotional opportunities will be based on performance, ability and potential, and will be consistent with the needs of the business.

4.5. The Company will not tolerate harassment, behaviour that is discriminatory or behaviour that victimizes any individual or group in our workplaces. Appropriate action basis investigation will be taken if employees breach this policy either through discrimination, harassment, bullying or victimizing other employees or by making false claims.

4.6. If an employee feels they are being subjected to discrimination, harassment, bullying or victimization, they can raise the same with the HR department on a confidential basis either by telephone, email or by letter. All grievances and complaints will be taken seriously and treated with sensitivity and fairness.

4.7. The Company commits to being in complete and continuance compliance with the provisions of the (i) Transgender Persons (Protection of Rights) Act, 2019 ("Transgender Act") read with the Transgender Persons (Protection of Rights) Rules, 2020 ("Transgender Rules") and (ii) Rights of Persons with Disabilities Act, 2016 ("RPwD Act") read with the Rights of Persons with Disabilities Rules, 2017 ("RPwD Rules"), each as may be amended from time to time.

4.8. The Company shall ensure that proper infrastructure and reasonable accommodation is provided to Transgender Persons and Person with Disability to enable them to effectively discharge their duties at the establishment.

4.9. The Company has adopted sufficient infrastructure and facilities required for the process of recruitment for Transgender persons and Person with Disability.

4.10. The Company commits that no opportunity will be denied to Transgender Persons and Person with Disability and there will be no discrimination of any manner. This Policy can be accessed at www.snabbit.com/legal/equal-opportunity-policy.

The below instructions/guidelines are required to be followed by the Company while recruiting any person:

5.1. The Company shall employ a fair selection procedure that is transparent, based on merit, and devoid of Discrimination against Transgender Persons and Person with Disability.

5.2. Every job posting shall have a suitable, succinct statement about equal opportunities for Transgender Persons and Person with Disability.

5.3. The selection criteria (including job description and employee specification) will be continuously evaluated to ensure that they are non-discriminatory and only pertain to the abilities required for the position.

5.4. Application forms shall not include health and disability related queries (unless 'mandatory' for the specified position). If requested, application forms will be made available in alternate formats.

6.1. Reasonable Accommodation: The Company will make Reasonable Accommodations, whenever necessary, for Transgender Persons and Person with Disability, as per the provisions of the Transgender Act (read with the Transgender Rules) and Person with Disability as per the provision of RPwD Act and RPwD rules. Such accommodation will be provided: (i) to ensure equal opportunity in the application and selection process, (ii) to enable them employed by the Company to perform the essential functions of a job, and (iii) to enable them employed by the Company to enjoy the same benefits and privileges of employment as other employees.

6.2. Further, in the course of undertaking their duties, Transgender Persons or Person with Disability may approach the Liaison and Complaint Officer/HR with a request for Reasonable Accommodation, which shall be considered on a case-to-case basis. At no point in time will the Company require any employee who is a Transgender Person/ Person with Disability to bear (directly / indirectly) any costs pertaining to the Reasonable Accommodation provided.

6.3. All documents concerning an employee's Reasonable Accommodation request would be maintained in the employee's confidential file, separate from the employee's official personnel file.

6.4. The Company aims to ensure that all physical infrastructure (including buildings, furniture, facilities, transportation, unisex toilets, and services relating to the workplace) adheres to the accessibility standards as prescribed under the (i) Transgender Act (read with the Transgender Rules) and (ii) RPwD Act (read with RPwD Rules), where such workplace is owned, operated and managed by the Company.

6.5. Further, the Company shall ensure that during this period, in the event it builds / leases any new facility, it shall evaluate such facility basis the above standards. The Company shall work closely with service providers, facility managers, and other appropriate parties who manage the premises where its offices are located.

6.6. Transgender Persons/Person with Disability are encouraged to report any accessibility related concerns to the Liaison and Complaint Officer /the HR.

6.7. In order to enable Transgender Persons/Person with Disability to properly carry out their responsibilities, the Company shall, to the greatest extent feasible, attempt to provide the required facilities and services.

All employees of the Company have the following responsibilities:

7.1. To comply with this Policy and all applicable laws and regulations.

7.2. Compliance with this Policy is required whenever an employee is acting in their capacity as a representative of the Company.

7.3. Managers and supervisors are additionally responsible for taking reasonable steps to resolve any complaints that are brought to their attention and to maintain confidentiality as far as practicable.

Human Resources representatives of the Company have the following additional responsibilities:

8.1. To provide advice and address grievances relating to the employment of Transgender Persons/Person with Disability and/or any other complaints regarding discrimination in any other form against any job applicant/employee.

8.2. In the event that any additional guidance and/or further interpretation is required, employees can contact the human resource department through mail, call and personally, and all such communications shall be treated with utmost confidentiality.

All information obtained by the Company in relation to individual characteristics of Transgender Persons and/or Person with Disability shall be kept confidential and utilised in line with existing laws.

The Company shall maintain records reflecting the following details:

10.1. the number of Transgender Persons and Person with Disability who are employed and the date from when they are employed.

10.2. the name and address of Transgender Persons/ Person with Disability.

10.3. the nature of work being rendered by such employed Transgender Persons/Person with Disability; and the kind of facilities being provided to such Transgender Persons.

11.1. The Company has appointed a Liaison and Complaint officer (as specified in Schedule I below) to: (i) oversee and manage the recruitment of Transgender Persons and Person with Disability; (ii) make necessary provisions and ensure facilities for such employees in the establishment; and (iii) handle complaints relating to violation of the provisions of the (i) Transgender Act and the Transgender Rules; and/or (ii) RPwD Act and RPwD Rules.

11.2. Details of the Liaison and Complaint officer have been provided in Schedule I of this Policy.

12.1. Any instance of Discrimination, including harassment, victimisation and vilification against Transgender Persons will be taken extremely seriously by the Company. It is a disciplinary infraction for which you could, under the right conditions, be terminated.

12.2. Complaints and grievances in relation to Discrimination or harassment at the workplace and in any work-related circumstances outside of work may be forwarded to Liaison and Complaint Officer whose details has been delineated in Schedule I of this Policy.

12.3. The Liaison and Complaint Officer shall enquire into the complaint within 15 (fifteen) days of receipt of such complaint, ensuring that principles of natural justice are complied with.

12.4. The Board shall take appropriate action on the enquiry report within 15 (fifteen) days of submission of enquiry report. If the employee against whom the complaint has been made is found guilty of Discriminatory behaviour, such employee will be subjected to disciplinary action, including but not limited to a reprimand, counselling, detraction of benefits for a definite or indefinite time period, demotion, denial of promotion and in case of more serious offences, suspension or termination of employment.

12.5. In the event wherein Liaison and Complaint Officer, fails to take action within the timeline stipulated above, the Board shall initiate the action on such complaints suo moto.

12.6. The Company shall ensure that all complaints are investigated in a confidential manner. However, allegations made in bad faith and without any factual substance may also result in appropriate disciplinary action.

Additional guidance can be sought by contacting a Human Resources representative.

The Company, in its sole discretion, reserves the exclusive right to interpret, administer and apply this Policy and to change this Policy at any time and for any reason. This Policy is not intended to create contractual obligations. The Company reserves the right to modify, amend, or terminate this Policy at any time. This Policy supersedes any prior policies of Maestroedge Solutions Private Limited, whether written or oral, on the topics covered in this Policy.

15.1. The Board reserves the right to alter, add to, vary, or substitute any of the provisions of the Policy at any time. However, no such alteration, addition, variation, or substitution shall be inconsistent with the provisions of any applicable law for the time being in force.

15.2. If any of the provisions contained herein are found to be invalid, illegal, or unenforceable in any respect, the validity, legality and enforceability of the remaining provisions shall not in any way be affected or impaired.

Name: Shivani
Phone: +91 7900114164
Email ID: grievance@snabbit.com

Responsibilities of Liaison and Complaint Officer:

The Liaison and Complaint Officer is responsible for:

• Collaborating with the multiple departments to put the action plan for making the workplace accessible for Transgender Persons and Person with Disability into practice.
• Ensuring that all staff members are aware of the Policy, the employees are aware of their rights under the Policy, Transgender Act and RPwD Act.
• Developing proactive strategies to prevent Discrimination and harassment of Transgender Persons and/or Person with Disability and ensuring their integration at the workplace.
• Resolving and addressing grievances in a timely manner including to prevent any further harm or inconvenience to any person.

For and on behalf of Maestroedge Solutions Private Limited

Name: Aayush Agarwal
Designation: DIRECTOR

MAESTROEDGE SOLUTIONS PVT. LTD.
111 A KAILASH IND ESTATE, B WING BHD GODREJ VIKHROLI, MUMBAI- 400079, MAHARASHTRA
CIN: U62099MH2024PTC417454
Email ID: hr@maestroserve.com