Instructions to fill the Joining Documents

Welcome to the Vaco Family !

Kindly mention the following details for all the documents

● Date – Mention Date as Date of Joining (Onboarding Date)
● Place – Gurugram (Onboarding place)
● Name- Mention your Name as per Aadhar Card

In form – VBS/HR/FM-02:
● Skip Appointment letter no.
● Mention Designation as per your LOI
● Mention Permanent address.

In form – VBS/HR/FM-03
● Fill all the necessary details as required. Refer to the detail as per Aadhar card.

In form – VBS/HR/FM-09
● Kindly read thoroughly to every point and sign each and every page.

In form – VBS/HR/FM-13
● Mention document which is pending from your end ( E.g. Relieving letter, College degree etc.) as on
today, and provide the date by when you can submit the same to us.

In form – VBS/HR/FM-11
● Provide us with your declaration that you’re okay with 24*7 flexibility in your shift.

In form – VBS/HR/FM- 07
● Kindly read all the instructions carefully, It is code of conduct, professional behavior that we expect out
of our employees. Sign each page of the same.
 Vaco Binary Semantics LLP
VBS/HR/FM-02

Joining Report

I accept all the terms and conditions contained in my appointment letter No. ___________ dated 25 / July / 2022.
I hereby join Vaco Binary Semantics LLP as _ Associate Research Analyst__with effect from today 25 / July / 2022. The
resume form duly filled along with the requisite certificate is enclosed.

I agree to abide by the company rules as framed from time to time.

Place: - Delhi Sivangi Devaraju

Signature of the incumbent

Address: - __11809/6, Gali No 6___

__Sat Nagar, Karol Bagh__

___Delhi 110005___ Tel:- __9039945116_

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Department: [ ] Marketing [ ] Customer Support [ ] Software Development [ ] Sales [ ] Administration

[ ] Information Technology [ ] Business Intelligence and Quality [ ] Business Development

PERSONAL DETAILS
1. Name as per Aadhar Card: __Sivangi Devaraju______
2. Father’s/Husband Name: ____Sivangi Madhavarao_____
3. Date Of Birth: _________21 July 1990_______________
4. Date Of Joining: ________25 July 2022_________________
5. Marital Status: ________Married___________________________________
6. Gender: _______________Male_______________________________
7. Mobile No.: _______9039945116_________________
8. Email Id: [email protected]_____________
9. International Worker: No
10. Qualification: ________Graduation [BA]_________________
11. Monthly Basic Wages As On Joining: ____________________________________________
12. Monthly Gross Wages As On Joining: ___________________________________________
13. Kyc Details;
● Adhar Number: _____969519580138_____
● Existing Bank Name: _____State Bank Of India________
● Name As Per Bank Account: ___Devaraju Sivangi_______
● A/C Number: _______11665183940____
● IFSC Code: _________SBIN0000964______
● ICICI Bank Account Number: ______________________NA____________________
● Ifsc Code: _____________________NA__________________________
● Pan Number: ________FBGPS2251R_________
● Driving Licence No. __________AP13020190032967___valid Upto:_15 July 2039__
14. UAN Number (Previous Organization): _______NA_________
15. PF Number: (Previous Organization): _________NA_____________
16. Last Organization Name: ___Praja Pragati Press_______

17. Date Of Joining (Previous Organization): ____1st Feb 2020___________

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18. Date Of Leaving (Previous Organization): ______15th July 2022_____

Present Address: _____11809/6, Gali No 6, Sat Nagar, Karol bagh, Delhi 110005____________

__________________________________________________________________________________________________

Permanent Address: ____Village - Karthala Palem, Post Palavalasa, Sompeta Mandal, Dist Srikakulam Andhrapradesh

532264____

__________________________________________________________________________________________________

Emergency Contact Name : __Venkatesh__, Mobile: ________8800119115_____

Language Proficiency:

S.No. Language Speak Read Write

1 Telugu Native Native Native

2 English Expert Expert Expert

3 Hindi Expert Expert Expert

FAMILY BACKGROUND

Name Relationship DOB Qualification Occupation

Sivangi Punyavathi Mother 1967 NA House Wife

Sivangi Manisha Wife 10/1/1999 12th Class House Wife

Sivangi Tirupathi Brother 12/12/1988 12th Class Service

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EDUCATION (High school onwards)

Certificate/ Degree Board/ University Year of Passing Division and Marks

Bachelor Of Arts Andhra University 2022 55%

12th Class Board Of Intermediate 2007 70%

Education AP

10th Class Board of Secondary 2005 76%

Education AP

EXTRA-CURRICULAR ACTIVITIES

Sports and games : _____Cricket_________

Membership of any club?: ______Na___________

Hobbies : ______________Travelling_______

EMPLOYMENT DETAILS

Total Experience: __2___ Years _____6___ Months

In India ___2.6 Years_______ Overseas ___0 Years____

Previous Company: _______Praja Pragati Press_________

Period: From 01 / Feb/ 2020 To 15 / July / 2022

Previous CTC : ____________2.76 Lakh_______

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Previous Designation: ____Printer__________

___________________________________________________________________________________

GENERAL REFERENCE

References (give references of people holding responsible positions, but not related to you.)

Name: __Karagi Venkatesh__ Name : ___Marla Hemaraju_____

Designation: _Team Leader__ Designation: ___Associate Research Analyst_____

Off Address: ___________________ Off Address : ____Vaco Binary Sematics_

___Global Logic Technologies___________________________

___________________________________

______________________________ ___________________________________

Tel : __8800119115___ Tel : __7834814737_____

Any Additional information you feel is relevant? ________________________________________________________

_____________________________________________________________________________

_____________________________________________________________________________

DECLARATION
I certify that the information furnished above is correct and subject to verification by Vaco Binary Semantics LLP.
 Vaco Binary Semantics LLP
VBS/HR/FM-03

Date: __25 July 2022_

Place: __Delhi__

___ _______

Signature of Applicant
 Vaco Binary Semantics LLP
VBS/HR/FM-09

NON-DISCLOSURE AGREEMENT AND UNDERTAKING IN RELATION TO

CONFIDENTIALITY, NON -SOLICITATION AND INTELLECTUAL PROPERTY

WHEREAS this Non-disclosure Agreement and Undertaking (“the Agreement”) is made on ______________________

at Gurgaon between Vaco Binary Semantics LLP. (VBSL) hereinafter also referred as “Discloser” wherever applicable, which
include Vaco Binary Semantics LLP. (VBSL) all its branches, subsidiaries, sister companies, associates, related companies,
and its clients and Mr./Mrs./Ms. ___Sivangi Devaraju____ son of
_Sivangi Madhava Rao_____ resident of ________________________________________________

_____11809/6, Gali No 6, Sat Nagar, Karol bagh, Delhi 110005________________________

hereinafter referred as “Recipient” in order to protect certain Confidential Information or Intellectual Property. WHEREAS

the Recipient will be providing services to the Discloser under the terms of employment/ contract.

(A) NOW THEREFORE, this non-disclosure agreement and undertaking is made by the Recipient with the

Discloser and both parties agree that:

(1) All designs, techniques, discoveries, inventions, ideas, improvements, specifications, drawings, works, systems,
software, programs, manuals, data, details of customers, prospects, quotes, pricing, leads, materials,
documentation, knowledge and information of or related to the Discloser (the “Materials”) which the Recipient
is working on/with, in contact with or in any way involved (whether at the premises of the Discloser or elsewhere),
are confidential.

(2) All designs, techniques, discoveries, inventions, ideas, improvements, specifications, drawings, works, systems
software, programs, data, details of customers, prospects, quotes, pricing, leads, manuals, materials,
documentation, knowledge and information which may now or hereafter be made, created, developed or
conceived by the Recipient (whether alone or jointly with a team VBSL) in the course of, in connection
with, arising out of or resulting from (or which may reasonably be expected to be in the course of, in connection
with, arising out of or resulting from) the provisions of services to the Discloser under the Agreement
and Undertaking (the “Invention”) shall be the sole property of the Discloser.

(3) The Material, the Invention, and all rights, ownership, copyrights, trademarks, title, interest and other intellectual
property rights therein are the exclusive property of the Discloser.

(4) All information relating to the customers of VBSL shall be deemed to be protected by data protection,
secrecy or confidentiality provisions under the laws of the respective countries where the Discloser is operating.
The Material, Invention, all rights, ownership, copyright, trademarks, title, interest and other
intellectual property rights as stated in A(3), and the information as stated in A(4) are hereinafter
individually and collectively referred to as the “Protected Material”.
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VBS/HR/FM-09

(B) The Recipient in his/her capacity as an employee of VBSL hereby declares and undertakes that:

(1) The Recipient not have or gain access to any information relating to the customers of VBSL, will refrain from doing
or taking any steps or actions which may lead to VBSL breaching any data protection, secrecy or confidentiality
provisions which VBSL is obliged to observe in any parts of the world and will strictly observe all such data
protection, secrecy or confidentiality provisions.

(2) The Recipient will hold all Material in the strictest confidence, and will not give, divulge, publish or reveal the
Material to any party save as expressly authorized by the Discloser in writing.

(3) The Recipient will not copy the whole or any part of the Material save as expressly authorized by the Discloser in
writing.

(4) The Recipient will not disclose, use, assign, transfer, sell or otherwise deal in the Material, or use on
behalf of or make available to any party, the Material save as expressly authorized by the Discloser in writing.

(5) The Recipient will promptly disclose/ communicate to VBSL the existence or likely existence of any
of the Invention, and will promptly do or take all such steps or actions (including to execute any assignment of rights
or any documents) as VBSL may require to perfect or enforce its rights over, or obtain protection for, any of the
Invention in any part of the world at VBSL’s cost.

(6) The Recipient will not disclose to any part the purpose(s) for which the Recipient have been engaged for VBSL
nor the existence or contents of this Acknowledgement and Undertaking save as expressly authorized by VBSL in
writing.

(7) The Recipient will take all steps and actions as may from time to time be necessary to protect the Material
and to ensure his/her compliance with all obligations under this Acknowledgement and Undertaking, and will
refrain from doing or taking any steps or actions which may lead to the Recipient’s breaching any of
obligations under this Acknowledgement And Undertaking.

(8) The Recipient will promptly inform the Discloser if any of my obligations under this
Acknowledgement and Undertaking is or appears to have been breached.

(9) The Material shall be returned/knowledge transfer/handed over by the Recipient to the Discloser upon the
termination of the employment and the Recipient undertakes not to retain any copies (hard or digital) or replicas
thereof.

(10) The Recipient agrees that he/she will destroy and provide necessary evidence that any data related to the company
or its associates/customers/principals/employees in its possession at the time of termination of employment is
returned or destroyed and will be fully responsible for using it in any form thereafter

(11) The Recipient agrees and irrevocably undertakes that he/she will not solicit work, directly or indirectly
from VBSL’s clients/principals/suppliers/business associates or its holding or subsidiary entities to or from
whom services are rendered or proposed to be rendered by/to VBSL or all its branches, subsidiaries, sister
companies, associates, related companies, and its clients. This clause shall survive the expiry or termination of
this Non-disclosure Agreement and Undertaking for minimum period of 36 months.
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(12) The Recipient undertakes not to solicit or be a party directly or indirectly to solicitation by others the employees
of the company. This clause shall survive the expiry or termination of this Non-disclosure Agreement and
Undertaking for minimum period of 36 months.

(13) The Recipient will indemnify VBSL and keep VBSL indemnified against all losses, costs, expenses, claims and
liabilities whatsoever which VBSL may suffer or incur in connection with his/her breach of any of his/her
obligations under this Non-disclosure Agreement and Undertaking.

(14) The obligations and liabilities arising under this Non-disclosure Agreement and Undertaking shall continue and
remain in force during the term of employment and even after the expiry/termination of the employment and/or the
Recipient’s contact with the Material, for period of 36 months from date of such expiry/termination of the
employment/ contract.

For Vaco Binary Semantics LLP.

Sivangi Devaraju
Name and Signature of the Recipient Authorized Signatory

Declaration

I do hereby affirm that I shall abide by the terms of NDA and any other policy of the organization. And organization reserves
the right to take any action in case of breach of the said agreement.

Devaraju Sivangi

Name and Signature of the Recipient

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DECLARATION

I __Sivangi Devaraju__Son of _Sivangi Madhavarao_ permanent resident _Village - Karthala Palem, Post Palavalasa,
Sompeta Mandal, Dist Srikakulam Andhrapradesh 532264_ hereby declare that I am above 18 years of age & all the
information provided by me at the time of joining on (dd/mm/yy)_25 July 2022_ is true & best of my knowledge &
belief.

If it is discovered at any point of time that the information provided by me is fraud or misrepresented, then I would be
responsible for any of the action planned by the organization against me.

I have understood all the terms & conditions of employment and my salary structure.

I have not submitted the below mentioned documents and if I am not able to submit below mentioned documents

1.

2.

3.

4.

by __________my joining formalities will not be treated as completed. This may lead to holding back the appointment
letter and not limiting to processing of the salary.

In case if I am not able to perform as per the guidelines defined for management’s discretion will be final in terms of
penalty not limiting to termination of services as per the HR policy.

In case of any commitment/understanding from any of the Vaco Binarian, please mention

____________________________________________________________________________

_____________________________________________________________________________

Date: 25 July 2022 Name: Sivangi Devaraju

Place Delhi Signature:
 Vaco Binary Semantics LLP
VBS/HR/FM-13

DECLARATI
ON

I Sivangi Devaraju Son of Sivangi Madhavarao permanent Resident

Village - Karthala Palem, Post Palavalasa, Sompeta Mandal, Dist Srikakulam Andhrapradesh 532264 hereby declare
that I have understood the terms and conditions of employment and that I am aware of my role and
responsibilities and ready to work in 24*7 shifts environment.

I have been made fully aware of that I will be continuously evaluated on my performance and any change in
employment would depend on my performance and project duration.

Date: 25 July 2022 Name: Sivangi Devaraju

Place Delhi Signature:

 Vaco Binary Semantics LLP
VBS/HR/FM-07

Employee Code of Conduct

Purpose

The Employee Code of Conduct outlines standards of personal and professional conduct that all employees
must strive to uphold and behave in an ethical and professional manner always. The Code provides a basis
for all employees to maintain a working environment that is productive, positive, enjoyable, safe and free
from harassment and discrimination. It will also assist managers to induct employees into the Vaco Binary
Semantics LLP. and address any circumstances that may arise which conflict with the stated standards and
Values.

Scope

The Employee Code of Conduct provides clear guidelines and standards for the appropriate behavior
expected of Vaco Binary Semantics LLP. employees.

Process

This Code of Conduct provides a framework for appropriate behavior for all Vaco Binary Semantics LLP.
employees where they can address ethical issues, which employees and management:

• conduct themselves towards other employees or colleagues, employee’s representatives and their
representatives, government authorities and clients;

• perform their duties and obligations

• fulfil the mission, goals and objectives of Vaco Binary Semantics LLP.; and

• practice fairness and equity.

The Code of Conduct is established on the following organizational values: integrity, honesty,
conscientiousness, compassion, courtesy, fairness, and respect. This relies on individuals being responsible
for their own professional behavior within the provisions of this code, Vaco Binary Semantics LLP. policies,
legislation and relevant industrial clauses that apply to individual contracts of employment.

Where there is doubt as to the application of the Code, or the appropriate course of action to be adopted,
employees affected should discuss the matter with their manager.

Contents
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TOPICS PAGE REF.

Purpose, Scope Process 1

1. HR Team/ Managers/Supervisors responsibilities 3

2. Employees responsibilities 3

3. Personal conduct 3

4. Dress and Appearance 3

5. Personal behavior 4

6. Natural justice, fairness and equity 4

7. Use of facilities and equipment 4

8. Privacy and use of personal and official information 4

9. Records management 4

10. Information technology 5

11. Conflict of interest 5

12. Financial interests 6

13. Acceptance of commissions, gifts or benefits 6

14. Influence to secure advantage 6

15. Use of official information 6

16. Employee/client boundaries 7

17. Relatives and close friends 7

18. Personal and professional behavior 7

19. Alcohol and substance abuse or misuse 8

20. Smoking 8

21. Policies 8

22. Compliance with lawful instructions 8

23. Bullying 8

24. Discrimination and Equal Employment Opportunity 9

25. Harassment 9
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26. Racial and religious vilification 9

27. Occupational safety and health 10

28. Professional development 10

29. External employment 10

30. Ownership of products and copyright 10

31. Public conduct and media contact 11

32. Misuse 11

33. Confidentiality 11

34. Grievance handling 11

35. Breaches of the Code 12

36. Terminology 12

37. Email 12

38. Mobile Phone Usage 13

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1. HR Team/ Managers/Supervisors responsibilities

HR Team/Managers are responsible and accountable for:

• Undertaking their duties and behaving in a manner that is consistent with the provisions of the
Employee Code of Conduct

• Informing employees in their teams about the Employee Code of Conduct, relevant policies, procedures
and minutes

• Providing appropriate training and/or performance counselling to ensure the required standard is met.

• Reporting any departure from the Employee Code of Conduct by themselves or others

• Acting consistently and fairly in dealing with behavior that breaches this code.

2. Employees responsibilities

All employees have a responsibility to:

• Be personally responsible and accountable for their own performance, behavior and attendance in the
workplace

• Undertake their duties and behave in a manner that is consistent with the provisions of the Employee
Code of Conduct.

• Report any departure from the Employee Code of Conduct by themselves or others

• Comply with policies and procedures

• Promote a positive, safe and healthy environment in the conduct of their work

3. Personal conduct

Attendance and punctuality:

1. Employees are expected to be punctual and regular in their attendance.

2. When an employee is unavoidably absent from work due to sickness or any other reason, the employee
should telephone their manager (or appropriate delegate) promptly (preferably before their normal starting
time) and indicate their likely return to work.

3. Managers may exercise their responsibility to contact employees who have not contacted them directly
within a reasonable timeframe to ascertain the reasons for that individual’s absence.
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4. Employees wishing to extend their leave must arrange this before commencing the leave. If the
employee is on leave they must speak to their immediate manager at least 2 working days before their leave
ends.

4. Dress and Appearance

Vaco Binary Semantics LLP.is well recognized and respected and projects an image to our clients. Employees
must therefore ensure that their appearance is neat, clean and appropriate for their area of work. A high
standard of personal hygiene is expected always.

The Manager/HR Tam is responsible for determining the dress code appropriate to the environment while
the manager can make exceptions for medical purposes.

Casual business wear is defined as:

• trousers, pants, skirts, suits sarees

• modest shirts, blouses, jumpers, cardigans, non-sports jackets

Casual business wear does not include:

• denim jeans or leggings

• any form of sports shoes (including joggers or runners), thongs, slippers or dilapidated footwear

• athletic wear

• torn or ripped clothing (even if ‘designer’ tears)

• unsuitably revealing clothing (including backless tops or dresses, or garments that reveal the midriff)

• any clothing displaying offensive messages including racist or similar

5. Personal behavior

Employees are required to undertake their duties in a professional, responsible, conscientious and ethical
manner and to act in the best interests of the Vaco Binary Semantics LLP. They are expected to act honestly
in all their duties when dealing with clients, suppliers, contractors and fellow employees.

6. Natural justice, fairness and equity

If an employee is required to investigate complaints against other employees or issues affecting employees,
they must act consistently, promptly, and fairly and in a timely manner. The principles of natural justice
must be maintained in dealing with each investigation.
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7. Use of facilities and equipment

Employees should take all possible care when using Vaco Binary Semantics LLP. property, goods, intellectual
property and services and ensure they are used efficiently, carefully and honestly. unless permission has
been granted by the employee’s manager, Vaco Binary Semantics LLP. resources are not to be used for
private purposes.

8. Privacy and use of personal and official information

Employees have an obligation to ensure that professional information is secured against loss, misuse or
unauthorized access, modification or disclosure.

Employees have a duty to maintain the confidentiality, integrity and security of official information for which
they are responsible.

9. Records management

Employees need to be aware of their record keeping responsibilities and are reminded there is a legal
requirement to adhere to proper records management practices and procedures.

All employees must therefore ensure that Vaco Binary Semantics LLP. documents are not placed in unofficial
or private filing systems but place such documents in official files.

Employees must not remove documents from official files. They are controlled records, and must be
complete, up-to-date and capable of providing organizational accountability when officially scrutinized.

Employees must not damage, dispose of, or in any other manner, interfere with official documents or files.
The destruction of records may only take place in accordance with a disposal and retention schedule, which
has been approved by the Chief Executive Officer.

10. Information technology

Employees must not access information which they are not authorized to access or use, and must not allow

any other person access for any reason.

Employees must take all reasonable precautions, including password maintenance and file protection
measures to prevent unauthorized access and have an obligation to maintain the security and confidentiality
of the information systems over which they have responsibility or control and that are owned or used by
agreement.
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11. Conflict of interest

If an employee becomes aware of the potential for conflict of interest then they must notify their manager
of the potential or actual conflict of interest. Vaco Binary Semantics LLP. expects employees to:

• declare any likely conflict of interest to supervisors; and

• avoid any detrimental outcome as a result of a conflict of interest.

If a conflict of interest arises where employees:

• engages or is likely to engage in activities or advances, or

• is likely to advance personal or other interests at the expense of Vaco Binary Semantics LLP. interests or
the interests of other employees, Vaco Binary Semantics LLP. may then intervene.

Employees must ensure that there is no conflict or incompatibility between their personal interests,
whether pecuniary (e.g. money) or non-pecuniary and the impartial fulfilment of their duties. It is not
possible to define all potential areas of conflict of interest but many situations are referred to below.

• Gifts and hospitality offered where there is an expectation of a return favor (which may or may not be to
the detriment of the Vaco Binary Semantics LLP.

• Additional employment that prevents or hinders the performance of a person in their role

• Decisions regarding the employment or promotion of relatives or friends

• Promotion of or soliciting for clients for own private business

If an employee is in doubt as to whether a conflict exists, they must contact their manager or HR Team.
Wherever possible employees should disqualify themselves from situations of conflict of interest.

Where an employee has an impartiality, financial or proximity interest in any matter regarding provisions
outlined within this Code, or which might be perceived as being in conflict with the interest of another
person who may be affected then the employee must immediately disclose this to the HR Team or at the

meeting if prior disclosure is not possible.

12. Financial interests

Employees should avoid any financial involvement or undertaking that could directly or indirectly
compromise or undermine the performance of their duties or the Vaco Binary Semantics LLP. objectives or
activities.

Financial conflict of interest may arise where an employee, who has a financial interest in a company or
other business, is in a position to influence contracts or transactions between the Vaco Binary Semantics
LLP. and that business. This conflict may extend to any business undertaking in which employees and their
 Vaco Binary Semantics LLP
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immediate family or the employees is acting in direct competition with the Vaco Binary Semantics LLP.
activities or interests for personal gain.

13. Acceptance of commissions, gifts or benefits

Employees should not accept a gift, secret commission or a benefit from a person or organization outside
the Vaco Binary Semantics LLP. if the intent of the gift or the benefit is to induce the employee to waive or
reduce requirements or to extend a financial or other benefit to a person or organization outside the Vaco
Binary Semantics LLP.to the detriment of the Vaco Binary Semantics LLP. interests.

As a general rule, no employee should accept a gift or benefit if it could be seen as intended or likely to
cause that person to:

• perform their job in a particular way, which the person would not normally do, or

• deviate from the proper or usual course of duty.

Gifts of a nominal value generally used for promotional purposes by the donor, or moderate acts of
hospitality may be accepted by employees.

The employee must advise their manager of any gifts and benefits they have received as soon as the gift or
benefit is received and must not take advantage or seek to take advantage of their position to obtain a
benefit, either for themselves or for someone else.

14. Influence to secure advantage

No employee shall elicit the improper influence or interest of any person to obtain promotion, transfer or
other advantage.

15. Use of official information

While employees can contribute to public debate on social issues there are some circumstances in which
public comment is inappropriate. Public comment by employees should not imply that the comment,
although made in a private capacity, is in some way an official comment by Vaco Binary Semantics LLP. The
employee may only disclose official information, with due regard to confidentiality, in order that it is in their
official capacity and duties.

An employee can disclose confidential or restricted information or documents acquired in the course of
their employment only when required to do so by law, in the course of their duty, when called to give
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evidence in court, or when proper authority has been given. Approval to release confidential information on
employees should be sought from the Management

In circumstances where employees are requested to provide information, they should provide it in a timely
and accurate manner and which complies with the principles of Freedom of Information, confidentiality, and
the rights of the individual.

Employee’s acting in honorary capacities may be asked by third parties to make comment on Vaco Binary
Semantics LLP. policy or procedure and in such cases, employees should confine comments to factual
information. Where employees are privy to information of a restricted nature, which may compromise the
position of the Vaco Binary Semantics LLP. or infringe on the privacy of members of Vaco Binary Semantics
LLP., the information should not be divulged.

16. Employee/client boundaries

The term ‘employee/client boundaries’ identifies the importance of the trust inherent in the relationship
between employees and their clients however, breaching of employee/client boundaries is going outside the
limits of the employee/client relationship.

Employees are expected to maintain proper boundaries with clients. Employees are expected to make
themselves aware of any workplace and/or program-specific policies/guidelines in this area.

17. Relatives and close friends

A conflict of interest may arise where an employee makes or participates in decisions affecting another
person with whom they have a personal relationship (such as a relative, spouse, close friend or personal
associate).

In cases where a conflict may arise, employees must advise their manager/HR Team. Wherever possible
employees should disqualify themselves from dealing with those persons in such situations.

18. Personal and professional behavior

Employees should perform the duties associated with their position to the best of their ability, diligently,
impartially and conscientiously. In the performance of their duties, employees should:

• comply with legislative and industrial obligations and administrative policies

• fulfil their Equal Employment Opportunity and Occupational Safety & Health obligations
• strive to keep up to date with advances and changes in the knowledge and the professional and ethical
standards relevant to their areas and expertise
• maintain adequate documents to support decisions made
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• treat all persons with courtesy and sensitivity to their rights and provide all necessary and appropriate
assistance
• not take or seek to take improper advantage of any official information gained in the employment with
Vaco Binary Semantics
• not harass or discriminate against employees or in work practices on the grounds of sex, pregnancy,
race (including color, ethnic background or national identity), marital status, disability, sexual
preference, political or religious belief, or age
• act responsibly when becoming aware of any unethical behavior or wrong doing by any employee. Such
information should be forwarded to the HR Team
• continuously improve work performance. All employees should actively pursue quality improvements
• not make disparaging remarks about other employees

19. Alcohol and substance abuse or misuse

Employees must ensure that the safety and health of other employees, volunteers and clients are not
endangered by any misuse. The Vaco Binary Semantics LLP. expects employees to perform their jobs with
skill, care and diligence. Employees should not perform any act or omission that is likely to have a
detrimental effect on their work performance and that of other employees and clients. Accordingly,
employees should not be under the influence of alcohol or other substances while they are at work or at
work functions.

Possession, use or trafficking in illegal drugs on the premises is not permitted. The Vaco Binary Semantics
LLP. premises include but are not limited to all buildings, vehicles, car parks, meeting rooms, and open
spaces. Any such activity will be immediately referred to the police and the Vaco Binary Semantics LLP. may

take disciplinary action, which may include termination of employment.

Employees must notify the manager/HR Team if the taking of, or failure to take, prescribed medication is
likely to affect their performance and/or affect the safety of any person at the workplace. This is to ensure
workplace safety is not jeopardized and that any performance impact is properly managed. It is the
responsibility of employees to follow the directions/precautions for any drugs prescribed by a health
professional for individual use and/or commercially available preparations that may impact their capacity.

20. Smoking

Passive smoking can impact on other employees, the community and create a poor image of the Vaco Binary
Semantics, which does not promote or encourage smoking. Smoking is not permitted in Vaco Binary
Semantics LLP. owned or leased vehicles or buildings.

Employees may only smoke in their own time during authorized breaks as set out in the award, agreement
or employment contract and/or as authorized individually by their manager.
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21. Policies

Employees are responsible to carry out and comply with the Vaco Binary Semantics LLP. policies and
procedures and legislation. It is acknowledged that employee views, on particular matters, may differ from
the Vaco Binary Semantics, however such views must not either interfere with the performance of an
employee’s duty or prevent the employee from supporting the Vaco Binary Semantics LLP. objectives.

22. Compliance with lawful instructions

Employees must comply with any lawful instruction given by any person having authority to make or give
such an instruction.

23. Bullying

Bullying is unreasonable behavior that is directed against an individual or group by another individual or
group and is derived from the misuse of power over the target of the behavior. This may include:

• verbal abuse, shouting

• excluding or isolating behavior

• deliberately withholding information vital for effective work performance

• giving employees impossible assignments

• physical abuse

Bullying is unacceptable conduct within the Vaco Binary Semantics LLP. and all reported incidents will be

investigated.

Whilst it is the responsibility of all employees within the Vaco Binary Semantics LLP.to ensure that premises
and facilities are free from harassment, managers have a particular and clear responsibility to meet this
requirement. Managers who become aware of serious breaches of policy must immediately notify their
manager or the HR Team

24. Discrimination and Equal Employment Opportunity (EEO)

Anti-discrimination laws provide guidelines on respecting personal difference. Treating people differently on
the basis of personal characteristics is unlawful. The following are examples of attributes: age, industrial
activity, parental status, political belief, personal association, race, ethnic background, career status, marital
status, pregnancy/potential, lawful sexual activity, unrelated criminal record, impairment, religious
belief/activity, physical features, gender identity, disability and sex.
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Discrimination is unacceptable conduct within the Vaco Binary Semantics LLP and all reported incidents
would investigated.

25. Harassment

Harassment is any type of behavior that:

• the other person does not want and does not return
• offends, embarrasses, or scares them, and may be either sexual or non-sexual in nature
• targets them because of their race, sex, pregnancy, or other protected attribute under the law
• constitutes a form of bullying
• harassment does not have to be a series of incidents or an ongoing pattern of behavior. Neither does
harassment need to be intentional to attract disciplinary action. Harassment can occur in any work-
related context including:
- Social functions
- Conferences
- Office social gatherings
- Business trips

Harassment and discrimination form part of a continuum of unacceptable behavior that can include sexual
assault, stalking and harassing phone calls, some of which are also against criminal law, which means the
police may prosecute anyone who commits such acts.

Fair discipline, performance counselling or workplace control practices based only on performance issues do

not, in themselves, constitute harassment.

26. Racial and religious vilification

Racial and religious vilification is conduct that incites hatred against, serious contempt for, or revulsion or
severe ridicule against a person or group on the grounds of racial identification or religious belief or activity.
Racial and religious vilification is a form of harassment and discrimination and is unacceptable conduct in the
Vaco Binary Semantics LLP. All reported incidents will be investigated.

27. Occupational safety and health

Vaco Binary Semantics LLP.is committed to providing a safe and healthy workplace for all employees and
visitors however, employees have a responsibility to make the workplace a safe and healthy place for all
concerned, as far is reasonably practical.

It is therefore important that employees are familiar with the standards or procedures in their particular
area of work. If employees have not been advised of these standards or procedures during the induction
process, they must as a matter of urgency ask their immediate manager to obtain the necessary information.

● All employees are responsible for:

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• knowing and complying with the OSH rules and guidelines

• working so as not to endanger themselves or any other person by any act or omission
• use and follow OSH instructions, training or other information
• report all incidents, accidents, injuries and hazards to management for action

28. Professional development

Employees must continually strive to improve their professional competence, maintain their knowledge and
encourage the development of their skills and competence of associates.

29. External employment

Vaco Binary Semantics LLP. will not restrain employees from working outside business hours provided that
the employees do not undermine or compromise the Vaco Binary Semantics. Employees should not engage
in such employment, if that employment:

• places them in conflict with their official duties, or would lead to the perception that they have placed
themselves in conflict with their duties;
• is likely to affect their efficiency in the performance of their duties; or
• involves the use of Vaco Binary Semantics LLP. resources for private purpose without authorization or

recompense.

Subject to current policies, employees may not accept outside payment for activities, which would be
regarded as part of their normal work activities.

30. Ownership of products and copyright

All products, literary, computer programs, material in written or other format, discoveries, inventions and
improvements in relation to such matters, together with all copyright and intellectual property created,
authored, discovered, developed or produced by the employee for the purpose of, or in the course of, the
employee’s employment will remain the property of the Vaco Binary Semantics LLP. and will not be used by
the employee other than for the purpose of Binary business.

Unless otherwise agreed, the Vaco Binary Semantics LLP. retains the copyright of work produced by you
during your employment with the Vaco Binary Semantics LLP.

Upon termination of employment the employee will return all correspondence, documents, data,
information, equipment and things, including copies thereof, belonging to the employer that may be in the
employee’s possession, custody or control.

31. Public conduct and media contact

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Employees making comments in a public forum on any matter relating to the Vaco Binary Semantics LLP.
must act in a way that is in keeping with the values and protects the reputation of the Vaco Binary Semantics
LLP. Only authorized personnel may speak with the media on behalf of the Vaco Binary Semantics LLP.
Employees are not permitted to speak with media representatives without first receiving clearance from the
HR/Management.

32. Misuse

Employees must not deliberately misuse Binary’s equipment, assets, or the services of other Binary
personnel. When using Vaco Binary Semantics LLP. equipment, employees are required to follow the
instructions provided in order to avoid personal injury and/or maintenance and replacement costs.
Examples of misuse include:

• copying computer software programs regardless of whether or not the programs are protected by
copyright
• use of the Vaco Binary Semantics LLP. letterhead paper or postage when corresponding on personal or
other matters not directly related to the Vaco Binary Semantics

• unauthorized use of the Vaco Binary Semantics LLP. logos

• falsifying, manipulating or destroying business records without specific authorization
• using the Vaco Binary Semantics LLP. equipment for personal commercial gain

Employees provided with vehicles (private or commuter use) are expected to use them in accordance with
the Vaco Binary Semantics LLP. policy and guidelines.

33. Confidentiality

Employees may have access to personal or commercial information relating to individuals, the public, or the
financial or other operations of the Vaco Binary Semantics LLP. This information is to be used for Binary
purposes only and should remain secure and confidential. It is important that the community has
confidence that information acquired by the Vaco Binary Semantics LLP.is only used for the stated purposes
for which it was collected.

Employees must not discuss or release to any unauthorized person and/or anyone outside of the Binary, any
confidential or sensitive information relating to the Vaco Binary Semantics LLP. and/or its operations.

34. Grievance handling

It is expected that as a first step, employees will attempt to resolve the issues between themselves. Where
this is not appropriate or does not result in a satisfactory resolution a more formal procedure as outlined in
the Grievance – Resolving Issues and Concerns Policy can be applied.
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The dispute resolution process will operate within the following principles: Confidentiality, Impartiality,
Promptness, Sensitivity, Courtesy and Respect.

Disputes may be resolved in a formal or informal manner. Where possible, as a first step and with the
agreement of both parties, the dispute may be resolved informally. If the dispute is not resolved at the
informal level then the formal process provides graduated steps for further discussion and resolution at high
levels of authority. A formal resolution requires a thorough investigation to be undertaken by Grievance
Handling Committee, and the process documented.

Grievance Handling Committee will investigate a complaint or allegation of behavior that is contrary to these
standards. Investigations will be carried out with sensitivity and fairness and maintain confidentiality.

35. Breaches of the Code

the Vaco Binary Semantics LLP.is committed to the standards set out in the Employee Code of Conduct.
Where a breach of the Code has been identified by the Vaco Binary Semantics LLP. a response to the breach
may result in:

• counselling
• disciplinary action
• termination of employment
• suspension; or
• laying of criminal charges or civil action.

36. Terminology
• employees refer to general employee
• personal information means any information about an identified or identifiable individual that is not
available in the public domain
• records management is the control and management of records to meet business, legal, fiscal and
administrative requirements. It is a business imperative, a corporate responsibility and a critical function
performed through the collective actions of individuals
• a record is recorded information in any form, including data in computer systems, created or received by
any employees of the (insert name of organization) in the course of his/her duties
• conflicts of interest are assessed in terms of the likelihood that employees possessing a particular
interest could be influenced, or might appear to be influenced, in the performance of their duties
• public comment includes public speaking engagements, comments on social media; and expressing
views in letters to the newspapers or in books, journals or notices, or where it might be expected that
the publication or circulation of the comment will spread to the community at large; and
• senior Officer means the Management Team; Executive Managers
37. Email
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Employees may only use e-mail and web browsing for work related purposes and that all e-mail and web
access logs will be monitored for compliance with the staff position. As the organization has responsibility
for its computer systems and networks, it has the right to make directions as to its use.

Informing people about the personal information that is collected, held and what is done with it is an
important privacy principle.

38. Mobile Phone Usage

Employees may use their personal mobiles for urgent and short conversation. While using the personal
mobile phone will ensure move out of the work place and talk and take care of not disturbing the office

decorum and work of other individuals and use mild and general ring tones.

Employee Code of Conduct

By signing this statement, I declare that I acknowledge and agree to abide by this Vaco Binary Semantics LLP. Employee
Code of Conduct.

(signature)

Sivangi Devaraju
(Name)
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25 July 2022_______
(Date)

The original signed statement should be placed in the employee’s personnel file and a copy should be provided to the
employee.