India Employee Handbook

July 2018

Confidential | Copyright © 2016 IHS Markit Ltd

India Addendum

Welcome 4

Work Life Balance 4

General Guidelines 4
Earned Leave 4
Casual Leave 5
Public Holidays 5
Sick Leaves 5
Compensatory Off 5
Voluntary Time off (VTO hrs.) 5
Maternity Leave 6
Paternity Leave 6
Bereavement Leave 6

Sexual Harassment Policy 6

Introduction 6
Definitions 7
What is Sexual Harassment? 7
Circumstances 7
Internal Complaints Committee
(ICC) 7
Complaint Process 9
Conciliation 10
Inquiry into the Report 10
Action during Inquiry proceedings
10
Follow Up 11
False or malicious compliant and
false evidence 11

Flexible Working Policy 11

Grievance Procedure 13
Informal Procedure 13
Formal Procedure 13

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Appeal 14
Request to be accompanied 14
Modified Procedure 14
Records and Confidentiality 15

Maternity Benefit Policy 15

Retirement Guidelines 15

Employee Separation 16

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Welcome
This is the India addendum to the Global Employee Handbook and contains Markit
policies, procedures and benefits applicable to India Employees.
To the extent there are any inconsistencies between the policies, procedures and
benefits set out in this Addendum and the policies, procedures and benefits set out in
the Handbook, the provisions of this Addendum shall have precedence.

Work Life Balance

General Guidelines
• All leaves need to be applied and approved in the new Workday HR Platform

• Earned, Casual and Sick leave are applicable for calendar year (January –
December)

• Sufficient notice should be given by the colleague to his manager of the intention
to avail leave. Any leave without adequate notice may be treated as
unauthorized absence.

• Intervening weekly-offs and public holidays are not counted while calculating
leaves availed.

• A colleague serving Notice Period is not eligible to avail any leaves. Notice period
will be extended by the days of leave availed.

• Public holidays, Earned, Casual and Sick leaves will be pro-rated for mid-year
joiners.

• Any other holidays as declared through the year under various relevant statutes,
viz. Leave for voting per the Representation of the Peoples Act 1951, Negotiable
Instruments Act, 1881 etc. will be announced as applicable and relevant.

Earned Leave
Colleagues are entitled to 18 days of Earned Leave in a calendar year for rest,
recreation and personal activities. Maximum 10 days of unutilized Earned leave as on
31 December will be carried forward to the next calendar year and Earned leave in
excess of 10 days will be allowed as encashment in January payroll at the rate of
Basic salary per day. This is applicable for 2017 unutilized Earned leave balance as
well. Income tax deductions at source as per the income tax slabs / rule.
In the event of separation, colleagues are entitled to encash their accrued unutilized
earned leaves on pro-rata basis at basic salary rate.

A minimum of two days EL is required to be availed for claiming LTA

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Casual Leave
Colleagues are entitled to 12 days of casual leave in a calendar year to attend to
unexpected needs and emergency responsibilities. Colleagues will now be eligible for
2 continuous days of casual leave at a time subject to a maximum of 4 days in month.

Unutilized Casual leaves cannot be carried forward to the next calendar year or
encashed.

Public Holidays
Colleagues are entitled to twelve paid public holidays in a calendar year, pro-rated for
mid-year joiners. The India Public Holiday Calendar is updated in the new Workday
HR Platform and colleagues are not required to apply India Public Holidays in
Workday. However, colleagues will continue to discuss their holiday and leave plan
with their manager.

Teams supporting global locations can continue to avail holidays from the US, UK and
Singapore calendar. Accordingly, colleague will be eligible for a compensatory off in
lieu of working on India Fixed Holidays to support in balancing their work and family
responsibilities. When applying compensatory off in Workday, colleague must specify
in comments the date of India fixed holiday on which they were required to work
because of business requirement.

Click Here to refer to the Holiday Calendar on intranet.

Sick Leaves
Colleagues are entitled to 15 days of sick leave in a calendar year in case of illness,
casualty and hospitalization. Colleagues are required to submit medical certificate from
a registered medical practitioner on availing more than 2 days of Sick leave.
Unutilized Sick leaves cannot be carried forward to the next calendar year or encashed.

Compensatory Off
Employees are entitled to compensatory off for working minimum half-day on a public
holiday or weekly off. Compensatory off must be availed within three months of
working on the public holiday / weekly off.

Voluntary Time off (VTO hrs.)

Colleagues contributing in any form of ‘Community’ related work or being involved in
any initiatives driven for Corporate Social Responsibility’ are eligible for 3 days of VTO
hour in a calendar year.

Colleagues are required to submit proof of contributing their efforts towards

community related work

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Maternity Leave
Women colleagues who have completed 80 working days in 12 months immediately
preceding date of delivery will be eligible for Maternity leave of 26 weeks. Benefit shall
be extended to adopting and commissioning mothers as well. Women colleagues can
start availing Maternity leaves maximum eight weeks before the expected date of
delivery.

Maternity leaves cannot be extended. However, women colleagues can take un-availed
earned /casual leave for the calendar year immediately after Maternity leave, subject
to manager approval. Any Maternity leave availed on account of a premature delivery,
miscarriage, medical termination of pregnancy or for tubectomy, will be regulated by
and subject to applicable law

Paternity Leave
Colleague is entitled to 10 days paid Paternity leave on becoming a biological father
or adopting a child.
Paternity leaves may be availed as a continuous period of 10 working days or in a
staggered manner within 6 months of child birth or adoption.

Bereavement Leave
In the unfortunate event of the death of an immediate family member, Employee will
be eligible for five days of paid leave per instance. These five days are to be taken
consecutively within a reasonable time of the death or day of the funeral and may not
be split or postponed. For this purpose, immediate family is defined as spouse,
children, grandchildren, parents (including in-laws), siblings/ step-siblings and
grandparents.

Sexual Harassment Policy

Introduction
IHS Markit is committed to equal opportunity and the creation of a working
environment that enables all Employees to work without fear of sexual harassment.
This Sexual Harassment Policy is applicable to all employees at IHS Markit India and
supersedes all previous versions of the Sexual Harassment Policy. The Sexual
Harassment of Women at the Workplace (Prevention, Prohibition and Redressal) Act,
2013 governs and supersedes the aforementioned policy.

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Definitions
Please find below definition of terms used in the policy:

Aggrieved Woman/Employee – Woman of any age whether employed or not,

who alleges to have been subjected to any act of sexual harassment at workplace.
Workplace - includes all the IHSMarkit offices across locations. It also covers any
place visited by the employee arising out of or during the course of employment
including transportation by the employer for undertaking such journey.
Respondent – a person against whom the aggrieved woman/employee has made a
complaint

What is Sexual Harassment?

"According to The Sexual Harassment of Women at Workplace (Prevention,
Prohibition and Redressal) Act 2013, Sexual harassment includes one or more of the
following unwelcome acts or behavior (whether directly or by implication)
namely:

• Physical contact and advances

• A demand or request for sexual favours

• Making sexually colored remarks

• Showing pornography

• Any other unwelcome physical, verbal or non-verbal conduct of sexual nature

Circumstances
The following circumstances, among other circumstances, if it occurs or is present in
relation to or connected with any act or behaviour of sexual harassment may
amount to sexual harassment:—

• Implied or explicit promise of preferential treatment in her employment; or

• Implied or explicit threat of detrimental treatment in her employment; or

• Implied or explicit threat about her present or future employment status; or

• Interferes with her work or creating an intimidating or offensive or hostile work

environment for her; or

• Humiliating treatment likely to affect her health or safety.

Internal Complaints Committee (ICC)

An Internal Complaints Committee has been setup by IHS Markit to consider and
redress complaints of sexual harassment (the “Committee”). The Internal
Complaints Committee has the same powers as vested in a civil court:

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• Summoning and enforcing attendance of any person and examining him/her

under oath.

• Requiring the discovery and production of documents. Recommend action to be

taken based on evidence and inquiry.

• Any other matter which may be prescribed.

Every complaint of sexual harassment received by the ICC, needs to be treated as
genuine, and needs to be tried according to the Principles of Natural Justice.

If you or another Employee believes that you have been subjected to sexual
harassment, you must file a complaint by writing to the Internal Complaints
Committee at [email protected] (for Delhi NCR employees) or
[email protected] (for Bangalore & Mumbai employees).

Below are the members of the Committee along with their contact numbers:

Name Contact Number Presiding Officer / Member

Deepali Poonia, HR 9599993951 Presiding Officer, Gurgaon
Ramneek Kaur, HR 7290040198 Presiding Officer, Noida
Sandhya Shivaswamy, HR 8861202665 Presiding Officer, Bangalore
Poulomi Sarma, IT 9742282371 Member, Bangalore
Sharayu Sungar, TMT 9632500889 Member, Bangalore
Reena Aranha, Legal 8861047231 Member, Bangalore
Komalavalli Jegannathan, TMT 9972632418 Member, Bangalore
Alka Sharma, Energy 8792559363 Member, Bangalore
Alakananda Gajendragadkar, TMT 9008488933 Member, Bangalore
Sujatha Basvaraj, TMT 9900411441 Member, Bangalore
Veena Shroff, PD&D 9686377660 Member, Bangalore
Saurabh Joshi, AD&S 7760971090 Member, Bangalore
Puneet Jain, IIO Shared 9980563620 Member, Bangalore
Sunil Chaturvedi, HR 7760997820 Member, Bangalore
Pradeep Narayana, PD&D 9845620474 Member, Bangalore
Bibhuti Sahoo, PD&D 9663836701 Member, Bangalore
Anita Kapoor, Automotive 9212700338 Member, Delhi NCR
Neeta Verma, TMT 9811747431 Member, Delhi NCR
Tanya Duggal, Chemicals 9871627437 Member, Delhi NCR
Ankush Kharbanda, Automotive 9971914009 Member, Delhi NCR
Gaurav Srivastava, Energy 9599976507 Member, Delhi NCR
Anup Hariharan, MSERV Ops 7507070656 Member, Delhi NCR

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Suman Lata, MSERV Testing 9599088733 Member, Delhi NCR

Vikas Sahni, PM/BA 9650275355 Member, Delhi NCR
Sukhmeet Sethi, Development 9810314510 Member, Delhi NCR
Anjali Sharma, GTS 9871338597 Member, Delhi NCR
External NGO Partner -Continuing Education &
Masooma Ranalvi
Training Center (CETC)

Complaint Process
While we know that reporting sexual harassment can sometimes be difficult or
uncomfortable, IHS Markit encourages the reporting of all complaints of sexual
harassment (in each case including any retaliation), regardless of the offender’s
identity or position.
A complaint of sexual harassment can be filed by an aggrieved
woman/employee within a period of 3 months from the date of the incident
and in case of a series of incidents, within a period of three months from
the last incident. This may be extended to another 3 months by the committee if
the aggrieved woman/employee can prove that grave circumstances prevented her
from doing the same.
If aggrieved woman/employee is unable to make a complaint on account of her
physical or mental incapacity or death, legal heir can file complaint on her behalf.

Genuine
File a Complaint Gathers Evidence, Complaint ICC recommendation
Incident of ICC Conducts
within 3 months as per Company
Sexual registers Investigation within
with the ICC Policy
Harassment the case 90 days Malicious
(Email, Hard copy)
Complaint

Conciliation on request of
Aggrieved

Key Timelines

Submission of Complaint Within 3 months of the last incident

Notice to the respondent Within 7 days of receiving copy of the complaint

Completion of the Inquiry Within 90 days

Submission of report by ICC to employee Within 10 days of completion of the inquiry

Implementation of recommendations Within 60 days

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Appeal Within 90 days of the recommendations

The availability of this procedure does not preclude individuals who believe they are
suffering from Harassment from advising the offender that his or her behavior is
unwelcome and that it should be discontinued.

Conciliation
The Act has a provision for conciliation.

• The ICC can take steps to settle the matter between the aggrieved
woman/employee and the respondent; however this option will be used only at
the request of the aggrieved woman/employee.

• If any of the conditions of the settlement are not complied with by the
respondent, the complainant can go back to the Committee who will proceed to
make an inquiry.

• The Act also provides that monetary settlement shall not be made a basis of
conciliation.
The aggrieved woman/employee must give request for conciliation in writing for
it to be acted upon by the ICC.

Inquiry into the Report

The investigation (which may involve independent advisors) will be conducted with
the aim of maintaining confidentiality to the extent practicable.
The investigation may include a private interview with the Aggrieved Woman/
Employee and also may include interviews with relevant witnesses and the
respondent.
When investigation has completed, ICC may, to the extent appropriate, inform the
aggrieved Woman/Employee and the respondent of the investigation results.

Action during Inquiry proceedings

In the event that the Committee determines that an inquiry is appropriate, the
Committee shall immediately proceed with the inquiry and communicate the same to
relevant Employees.
The Committee shall prepare and hand over the statement of allegation to the
respondent and give such Employee the option to submit a written explanation
within seven days of receipt of the statement of allegation.
The Aggrieved Woman/Employee shall be provided with a copy of any written
explanation submitted by the respondent. The Committee shall provide every
reasonable opportunity to each Employee to put forward and defend their respective
case if they would like to do so.
The Committee shall complete the investigation within three months and
communicate its findings and its recommendations to the Human Resources

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department, and each relevant Employee, within ten days of the conclusion of the
investigation.
The Human Resources department will then take appropriate action in accordance
with the recommendation proposed by the Committee.
On a written request made by an aggrieved Woman/Employee, the Committee may:

• Transfer the aggrieved Woman/Employee or the respondent to any other office of

IHS Markit; or

• Grants leave to the aggrieved Woman/Employee up to a period of three months.

The leave granted shall be in addition to the leave the aggrieved
Woman/Employee is entitled to; or

• Grant such other relief to the aggrieved Woman/Employee as may be prescribed.

Follow Up
If the complaint proves to be true and factual, organization will take appropriate
action against the relevant Employee which may include either, disciplinary action up
to and including dismissal, or deduction from salary or wages of the offending
Employee of such sum as IHS Markit may consider appropriate to be paid to the
aggrieved Woman/Employee or their legal heirs.

False or malicious compliant and false evidence

Where the Committee concludes that an allegation made by an aggrieved
Woman/Employee or evidence produced by any witness is malicious, false, or has
resulted in the production of any forged or misleading document, then the
Committee may recommend that IHS Markit takes action against the aggrieved
Woman/ Employee who has made the complaint or the witness who has given false
evidence or produced any forged or misleading document.
Malicious intent on part of aggrieved woman / employee shall be established after a
thorough inquiry and mere inability to substantiate a complaint or provide adequate
proof shall not attract action against the complainant.

Flexible Working Policy

Markit believes that the promotion of flexible working can increase staff motivation,
promote work-life balance, reduce Employee stress and improve performance and
productivity. Markit will consider all flexible working requests including those related
to parental responsibility and caring responsibility.

Subject to applicable laws, the right to request flexible working includes the right for
an eligible Employee to ask for changes to the:

• Number of hours worked, i.e. part-time working, term-time working;

• Times of work, i.e. the days of the week worked and start/finish times; and

• Place of work, i.e. a request to do some or all of the work from home.

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Each request will be dealt with individually, taking into account the likely effects that
the proposed changes to working hours or place of work are likely to have on Markit,
the work of the department in which the Employee making the request is employed
and the Employee's colleagues.
Agreeing to one Employee's request will not therefore set a precedent or create a right
for another Employee to be granted a similar change to their working pattern. Further,
it is clarified that “flexible working hours” cannot be claimed as a matter of right by
any Employee and will be at the discretion of Markit.
Employees are not entitled to submit a request for flexible working more often than
once in any calendar year.
Submitting a Request for Flexible Working
Employees who wish to submit a request for flexible working should do so in writing
to the Human Resources department (email is acceptable) and must stipulate:

• Whether the Employee has made a previous application for flexible working, and
if so when the application was made;

• The change applied for, i.e. the pattern of working the Employee wants;

• The date on which the Employee wants the change to take effect;

• The effects that the Employee envisages the changes requested will have on
Markit; and

• How any such effect may be dealt with

Markit will take all reasonable steps to accommodate an Employee's request for flexible
working and will arrange a meeting with the Employee within no more than twenty
eight days of receiving his or her written request. The purpose of the meeting will be
to discuss the changes the Employee has proposed, the effects of the proposed
changes and any possible alternative arrangements that might suit both parties.
The Employee has the right to be accompanied at the meeting by a fellow Employee
of the Employee's choice. Within fourteen days of the meeting, Markit will provide a
written response to the Employee which:

• Accepts the Employee's request, providing a description of the new agreed

working pattern and setting out a start date for the same; or

• Confirms any compromise arrangement agreed with the Employee at the

meeting; or

• Rejects the Employee's request providing a business reason and an explanation

as to why it is relevant to the Employee's application (in this case details of the
appeal process below must also be provided).
Any change to an Employee's working pattern as a result of a request for flexible
working is regarded as a permanent variation to the Employee's contract, unless
agreed otherwise.
Thus, once a change to an Employee's hours or place of work has been
implemented, the Employee will not have the discretion to revert to his or her
previous pattern of working at a future date without the prior approval of his
manager or the Human Resources department.

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Your manager will have complete discretion to allow or discontinue the

flexible\reduced working hours at any time. Your pay disbursal will be apportioned
accordingly.
When a Request for Flexible Working is refused
Where a request for flexible working is refused, Markit will permit the Employee to
lodge a written appeal within fourteen days of the refusal. An appeal hearing will be
arranged within the following fourteen days and a final decision will be made fourteen
days following this.
Markit may refuse the request only if the refusal is for one of the following business
reasons:

• The burden of additional costs;

• A detrimental effect on ability to meet customer demand;

• A detrimental impact on quality;

• A detrimental impact on performance;

• The inability to reorganise work amongst existing staff;

• The inability to recruit additional staff;

• Insufficiency of work during the periods the Employee wishes to work; or

• Planned structural changes.

Grievance Procedure
Markit's objective is to resolve any grievances Employees may have amicably and
quickly. Employees who have a problem, concern or grievance should refer to the
procedure set out in this policy.

Informal Procedure
If you have a grievance relating to your employment you should first discuss the
matter with your immediate manager who will seek to resolve the matter
informally. If this approach does not resolve your grievance, or you wish to raise the
matter formally, you should refer to the formal procedure set out below

Formal Procedure

In order to raise a formal grievance, you will need to set out your problem or
concern in a letter and submit this to your manager. If your grievance concerns
your manager, you should submit your written grievance to the next level of
management or the Human Resources department.

The recipient of the grievance will attempt to deal with the matter after making such
investigations as are necessary. You will then be asked to attend a grievance

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hearing and you should take all reasonable steps to attend. Where possible, this
hearing will be held within five working days of receipt of your letter. At the hearing
you will be given an opportunity to explain your case and say how you think it
should be resolved.
After the hearing, further investigation and action may be taken. You will be
informed of the response to the grievance in writing, where possible, within five
working days of the hearing. A copy of the notes taken at the hearing will be given
to you.

Appeal

If the decision does not adequately resolve your grievance, you should appeal in
writing to the next level of management. You should submit your appeal within five
working days of receipt of the decision, setting out your grievance in full and
explaining how the decision reached failed to resolve it.

You will then be called to an appeal hearing and should take all reasonable steps to
attend. The hearing will, where possible, be held within five working days of receipt
of your appeal. After the hearing, further investigation and action may be
taken. The person hearing your appeal will inform you of his or her decision, where
possible, within five working days of the hearing. The appeal decision shall be final.

Request to be accompanied

You may request to be accompanied at any hearing by a fellow Employee or a trade

union representative. If you wish to be accompanied by a fellow Employee, that
person will be entitled to a reasonable amount of time away from his or her duties
with pay to discuss your grievance with you and attend any hearings.

The person who accompanies you at the hearing may address the hearing on your
behalf to put or sum up your case, respond to a view expressed at the hearing on
your behalf, or confer with you. They may not answer any questions on your behalf.
You should inform the person holding the hearing in advance if you wish to be
accompanied.

Modified Procedure

This will apply in place of the informal and formal procedure above if you are raising
a grievance following the termination of your employment and you agree with Markit
that you will follow this modified procedure.
You should set out your problem or concern in writing and submit it to the person
who was your immediate manager, or if the grievance is about that person, to the
Human Resources department.

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After making such investigations as are necessary your former manager (or other as
appropriate) will set out Markit's response in writing and send it to you. Your former
manager will respond promptly and in any event within twenty-eight days of receipt
of your letter. This decision shall be final.

Records and Confidentiality

Where possible, records will be kept at all stages of the grievance procedure,
detailing the nature of the grievance and the action taken. These records are
confidential and must be treated as such by all persons involved in the grievance
procedure.

Maternity Benefit Policy

IHS Markit aims to extend full support to women colleagues in their new phase of
motherhood. Below are the benefits that a women employee is entitled to under the
Maternity Benefit Policy.
• Women employees who have completed 80 working days in 12 months
immediately preceding date of delivery will be eligible for maternity leave of
26 weeks. Benefit shall be extended to adopting and commissioning mothers
as well.
• Women colleagues can start availing maternity leaves maximum eight weeks
before the expected date of delivery.
• Any Maternity leave availed on account of a premature delivery, miscarriage,
medical termination of pregnancy or for tubectomy, will be regulated by and
subject to applicable law.
• Women colleague may be permitted to work from home after availing
maternity leave, if the nature of work permits. The work arrangement and
duration must be mutually agreed upon by the manager and the woman
colleague.
• IHS Markit provides creche facility to women colleagues under the Maternity
Benefit (Amendment) Act, 2017.
• Women colleagues will be permitted to make four visits a day to the crèche
which shall also include the intervals for rest.

Retirement Guidelines
The Retirement age for IHS Markit employees in India is, on attaining the age of 62
yrs.

Work as a Consultant or a Retainer;

An IHS colleague can work beyond 62 yrs. of age up to 65 yrs., as a consultant or a

retainer on a fixed term contract renewable every year based on the following
criteria;

• Business need or requirement

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• Physical fitness based on medical report

• Ability to contribute / deliver and add value to business

Employee Separation

This policy aims to ensure smooth separation of colleagues from the organization
and is applicable to all permanent IHSMarkit employees.
Either colleague or organization can terminate the employment at any time by giving
notice in writing as follows:

Associate, Senior
Length of Service Associate & Associate Director & Above
Director

During Probation One month One month

After Probation Sixty days Sixty days

Colleague must submit a resignation email/letter to manager. Manager accepts the

same, communicates the last working day to colleague and further initiates
termination action in HR system.
Manager and HR will have conversation with colleague to understand the scope of
retention.
Colleague will be required to complete exit formalities which includes sharing no
dues form (after submission of company assets) and payroll related documents
(investment proofs, reimbursement proofs etc.) with HR on the last working day.

Full and final settlement will be processed within 45 days from colleague’s last
working day and colleague will receive the experience letter subject to settlement of
all dues as stated in the Full and Final statement.

F&F includes salary for unpaid days, any reimbursements, gratuity (if applicable),
encashment of un-availed earned leaves on Basic Pay, deduction for number of days
of notice period not served on Basic pay, leave without pay (if any), recovery of
joining expenses (if applicable) and recovery of excess earned, and casual leaves
availed on gross salary.

Colleagues serving notice period are not entitled to any leaves during notice period.
If availed, notice period will be extended by the no. of days of leave availed.

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