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Contents  
1. COMPANY MANAGEMENT  ................................ ................................ ................................ ...................  7 
1.1. Welcome and Introduction  ................................ ................................ ................................ ..............  7 
1.2. Definitions  ................................ ................................ ................................ ................................ ........  7 
1.3. Notice to Employees  ................................ ................................ ................................ ........................  7 
1.4. Change in Policy ................................ ................................ ................................ ................................  8 
2. EMPLOYMENT POLICIES  ................................ ................................ ................................ .......................  8 
2.1. Probation Period  ................................ ................................ ................................ ..............................  8 
2.2. Emp loyment Confirmation  ................................ ................................ ................................ ...............  8 
2.3. Classifications of Employment  ................................ ................................ ................................ .........  9 
2.4. Personnel Files  ................................ ................................ ................................ ................................ .. 9 
2.5. Employment References  ................................ ................................ ................................ ..................  9 
2.6. Referral Bonus Policy  ................................ ................................ ................................ .....................  10 
2.7. Employment of Relatives  ................................ ................................ ................................ ...............  11 
2.8. Equal Opportunity Employer  ................................ ................................ ................................ .........  12 
2.9. Separation from Employment  ................................ ................................ ................................ .......  12 
2.9.1.  Termination  ................................ ................................ ................................ ................................  12 
2.9.2.  Resignation  ................................ ................................ ................................ ................................ . 12 
2.9.3.  Notice Period for Exceptional Cases/Relocation  ................................ ................................ .......  13 
2.9.4.  Resignation Submission Process  ................................ ................................ ................................  13 
2.9.5.  Knowledge Transfer & General Code of Conduct  ................................ ................................ ..... 13 
2.9.6.  Clearance Process:  ................................ ................................ ................................ ......................  13 
2.9.7.  Full & Final Settlement:  ................................ ................................ ................................ ..............  13 
2.9.8.  Exit Interview  ................................ ................................ ................................ ..............................  14 
2.9.9.  Return of Company Property  ................................ ................................ ................................ ..... 14 
2.9.10.  Leaves during Notice Period  ................................ ................................ ................................ ...... 14 
3. EMPLOYEE CONDUCT  ................................ ................................ ................................ .........................  14

3. EMPLOYEE CONDUCT  ................................ ................................ ................................ .........................  14 
3.1. Anti -Harassment Policy  ................................ ................................ ................................ ..................  14 
3.2. Incident Reporting and Escalation Process  ................................ ................................ ...................  15 
3.2.1 Anti -Slavery  ................................ ................................ ................................ ................................ .......  16 
3.2.2 Anti -Fraud:  ................................ ................................ ................................ ................................ .........  16

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3.2.3 Anti -Corruption:  ................................ ................................ ................................ ................................  17 
3.3. Sexual Harassment  ................................ ................................ ................................ .........................  17 
3.4. Standards of Conduct  ................................ ................................ ................................ .....................  18 
3.5. Unacceptable Activities  ................................ ................................ ................................ ..................  19 
4. HOURS & COMPENSATION POLICIES  ................................ ................................ ................................ . 21 
4.1. Hours of Operation  ................................ ................................ ................................ .........................  21 
4.2. Business Hours ................................ ................................ ................................ ................................  21 
4.3. Core Hours  ................................ ................................ ................................ ................................ ...... 21 
4.3.1.  Shifting Core Hours:  ................................ ................................ ................................ ...................  21 
4.4. Core -hours penalty  ................................ ................................ ................................ .........................  21 
4.5. Work Schedule - Absence or Lateness  ................................ ................................ ...........................  21 
4.6. Attendance System  ................................ ................................ ................................ ........................  22 
4.7. Salary  ................................ ................................ ................................ ................................ ..............  22 
4.8. Appraisals and Reviews  ................................ ................................ ................................ ..................  22 
5. WORK FROM HOME  ................................ ................................ ................................ ...........................  23 
5.1. Work From Home (WFH) Policy  ................................ ................................ ................................ ..... 23 
5.1.1.  Guidelines  ................................ ................................ ................................ ................................ ... 23 
5.1.2.  Procedure  ................................ ................................ ................................ ................................ ... 23 
6. PROLONGED WORK FROM HOME:  ................................ ................................ ................................ .... 24 
6.1. Guidelines for Work From Home  ................................ ................................ ................................ ... 24 
6.2. Establish a WFH Environment  ................................ ................................ ................................ ........  24 
7. OPERATIONS POLICY  ................................ ................................ ................................ ..........................  25 
7.1. Appearance  ................................ ................................ ................................ ................................ ..... 25 
7.2. Electro nic Acceptable Use Policy  ................................ ................................ ................................ ... 25 
7.3. Personal Use of Company Property  ................................ ................................ ...............................  25 
7.4. Open Communication  ................................ ................................ ................................ ....................  26

7.4. Open Communication  ................................ ................................ ................................ ....................  26 
7.5. Communication Tools  ................................ ................................ ................................ ....................  26 
7.6. Conflict of Interest Policy  ................................ ................................ ................................ ...............  26 
7.6.1.  Guidelines  ................................ ................................ ................................ ................................ ... 26 
7.7. Performance or Discipline Issues  ................................ ................................ ................................ ... 26 
7.8. Anniversary Date  ................................ ................................ ................................ ............................  27 
7.9. Expense Reimbursement Policy  ................................ ................................ ................................ ..... 27

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7.9.1.  Procedure:  ................................ ................................ ................................ ................................ .. 28 
7.9.2.  General Guidelines  for Expense Reimbursements  ................................ ................................ .... 28 
7.10.  Entertainment and Cultural Committee (ECC)  ................................ ................................ ..........  29 
7.11.  Guidelines  ................................ ................................ ................................ ................................ ... 29 
7.12 Houseke eping  ................................ ................................ ................................ ................................ ..... 29 
8. Information Security Policy  ................................ ................................ ................................ ................  30 
8.1. Laptop Security Policy  ................................ ................................ ................................ ....................  30 
8.2. Passwords Policy  ................................ ................................ ................................ ............................  30 
8.3. Client’s Environment & Data Access Policy  ................................ ................................ ...................  30 
8.4. Non -Standard Equipment’s Requests Policy  ................................ ................................ .................  30 
8.5. Confidential Information and Document Security Policy  ................................ .............................  30 
8.6. Laptop  & Equipment’s Security  ................................ ................................ ................................ ..... 31 
8.7. Wi-Fi Networks Policy  ................................ ................................ ................................ ....................  31 
8.8. Email & Documents Sharing Policy  ................................ ................................ ................................  31 
8.9. Removable Media  ................................ ................................ ................................ ..........................  31 
8.10.  User Exit Policy:  ................................ ................................ ................................ ..........................  31 
8.11.  Personal Device Policy:  ................................ ................................ ................................ ..............  31 
8.12.  Internet Device Policy:  ................................ ................................ ................................ ...............  32 
8.13.  Unacceptable Use  ................................ ................................ ................................ .......................  32 
8.14.  Information Security Incident Management Policy.  ................................ ................................ . 32 
8.15.  Ticketing on IT Helpdesk:  ................................ ................................ ................................ ...........  32 
8.16.  Company Asset Loss & Damage policy  ................................ ................................ ......................  32 
9. EMPLOYEE BENEFITS AND SERVICES  ................................ ................................ ................................ . 33 
9.1. Paid Holidays  ................................ ................................ ................................ ................................ .. 33 
9.1.1.  Exceptional Cases  ................................ ................................ ................................ .......................  33 
9.2. Public Holidays  ................................ ................................ ................................ ...............................  33 
9.3. Compensation and Benefit Structure for Full -time Employees  ................................ ....................  34

9.3. Compensation and Benefit Structure for Full -time Employees  ................................ ....................  34 
9.4. Salary Details  ................................ ................................ ................................ ................................ .. 35 
9.5. Advance Salary/Loan Facility  ................................ ................................ ................................ .........  35 
9.5.1.  Procedure  ................................ ................................ ................................ ................................ ... 35 
9.6. Performance Bonus  ................................ ................................ ................................ ........................  36 
9.7. Line Manager Bonus  ................................ ................................ ................................ .......................  36

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9.8. Monthly Accrued Bonus Plan  ................................ ................................ ................................ .........  37 
9.9. Leaves  ................................ ................................ ................................ ................................ .............  37 
9.9.1.  Casual Leaves Reset  ................................ ................................ ................................ ....................  39 
9.9.2. Leaves without pay / Un -earned leaves  ................................ ................................ ....................  39 
9.9.3.  Recall from Annual Leave ................................ ................................ ................................ ...........  39 
9.9.4.  Extra Leaves  ................................ ................................ ................................ ................................  39 
9.9.5.  Leaves Encashment  ................................ ................................ ................................ ....................  40 
9.9.6. Maternity Leave  ................................ ................................ ................................ .........................  40 
9.9.7.  Additional Guidelines  ................................ ................................ ................................ .................  41 
9.8.8 Paternity Leaves:  ................................ ................................ ................................ ...............................  42 
9.8.9 Bereavement Leave  ................................ ................................ ................................ ...........................  42 
9.10 . Conveyance Policy  ................................ ................................ ................................ ......................  42 
9.10.1.  Guidelines  ................................ ................................ ................................ ................................ ... 42 
9.10.2.  Procedure  ................................ ................................ ................................ ................................ ... 43 
9.11.  Parking Policy  ................................ ................................ ................................ .............................  43 
9.11.1.  Guidelines  ................................ ................................ ................................ ................................ ... 43 
9.11.2.  Procedure  ................................ ................................ ................................ ................................ ... 43 
9.12.  Subsidy for Home Internet Broadband Connection  ................................ ................................ .. 43 
9.13.  Paid Training and Certifications  ................................ ................................ ................................ . 44 
9.15.  Corporate Health Insurance  ................................ ................................ ................................ .......  45 
9.15.1.  Guidelines:  ................................ ................................ ................................ ................................ .. 46 
9.16.  Parents IPD Coverage  ................................ ................................ ................................ .................  46 
9.16.1.  Guidelines:  ................................ ................................ ................................ ................................ .. 46 
9.16.2.  Activation of Parents IPD Coverage:  ................................ ................................ ..........................  47 
9.16.3.  Exclusion from Parent IPD Coverage:  ................................ ................................ ........................  47 
9.17.  Medical Allowance (OPD) Policy  ................................ ................................ ................................  47

9.17.  Medical Allowance (OPD) Policy  ................................ ................................ ................................  47 
9.17.1.  Guidelines  ................................ ................................ ................................ ................................ ... 48 
9.17.2.  Allowable Expenses  ................................ ................................ ................................ ....................  49 
9.17.3.  Procedure  ................................ ................................ ................................ ................................ ... 49 
9.18.  Employee Recognition Programs  ................................ ................................ ...............................  49 
9.18.1.  Hotshot Monthly Award  ................................ ................................ ................................ ............  49 
9.18.2.  Divisional Quarterly Award  ................................ ................................ ................................ ........  50

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9.18.3.  LM Quarterly Award  ................................ ................................ ................................ ...................  50 
9.19.  Provident Fund  ................................ ................................ ................................ ...........................  51 
9.19.1.  Employee Contribution  ................................ ................................ ................................ ..............  51 
9.19.2.  Folio3 Contribution  ................................ ................................ ................................ ....................  51 
9.19.3.  Vesting Period  ................................ ................................ ................................ ............................  51 
9.19.4.  Taxes  ................................ ................................ ................................ ................................ ...........  51 
9.20.  Intercity Move Policy  ................................ ................................ ................................ .................  52 
9.20.1.  Reimbursements Process  ................................ ................................ ................................ ...........  52 
9.20.2.  First -month Accommodation Allowance  ................................ ................................ ...................  52 
9.20.3.  Relocation Allowance  ................................ ................................ ................................ .................  52 
9.20.4.  Reimbursement Limits  ................................ ................................ ................................ ...............  53 
9.21.  Company Vehicle Policy  ................................ ................................ ................................ .............  54 
9.21.1.  Eligibility Criteria:  ................................ ................................ ................................ .......................  54 
9.21.2.  Car Categories & Entitlement:  ................................ ................................ ................................ ... 55 
9.21.3.  Terms and Conditions for Car Selection Process;  ................................ ................................ ...... 55 
9.21.4.  Deferred Bonus:  ................................ ................................ ................................ .........................  56 
9.21 .5. Promotion During Lease Period:  ................................ ................................ ................................  57 
9.21.6.  Withdrawal or Cancellation from Car Selection;  ................................ ................................ .......  57 
9.21. Day Care Policy/ Guidelines:  ................................ ................................ ................................ .............  57 
9.21.1 Enrollment Process:  ................................ ................................ ................................ ........................  58 
9.21.2  Folio3 Daycare Service:  ................................ ................................ ................................ ..................  58 
9.21.3 Terms & Guidelines:  ................................ ................................ ................................ ........................  59 
9.21.4 Folio3 Daycare Incident Escalation:  ................................ ................................ ................................  59 
10. ACKNOWLEDGEMENT OF RECEIPT OF COMPANY LAPTOP  ................................ ...........................  60 
11. ACKNOWLEDGEMENT OF EMPLOYEE HANDBOOK  ................................ ................................ .......  61

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Sr. Employee Handbook Version  Release Date  
1 Employee Handbook 2023, including the following updates;  
Separation Policy, Referral Bonus Policy, Expense Limits, OPD/IPD 
Policy Updates, Incident Reporting & Escalation Process, WFH 
Policy, Information Security Policy, Car Policy, Intercity Move Policy  January 2023  
2 Employee Handbook 2023 v.1.1, including the following updates;  
Maternity Leave Policy, Standard Code of Conduct, Parents IPD 
Policy, Extra Leave Policy, Intercity Move Policy  May 2023  
3 Employee Ha ndbook 2023 v.1.2, including the following updates;  
Training Reimbursement Policy, Policy update on subsidy for Home 
Internet Broadband Connection, ACCA Annual Subscription Fee 
Reimbursement  October 2023  
4 Employee Handbook 2023 v.1.3, including the follo wing updates;  
Guidelines for reimbursements, Additional guidelines under 
Maternity policy & Referral Bonus Policy.  December 2023  
5 Employee Handbook 2024 v.1.4, Including the following updates;  
Updated IPD limits, Daycare Policy, Code  of Conduct Policy, 
Paternity Policy, and OPD coverage enrollment Process  
 January 2024  
6 Employee Handbook 2024 v.1.5, Including the following updates;  
LM Bonus, Parents IPD Guidelines, Standard of Conduct,  ACCA 
subscription fees,  Intercit y Move Policy, Conveyance policy, OPD 
limits & Maternity Policy.  September 2024

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1. COMPANY MANAGEMENT   
1.1. Welcome and Introduction   
Thank you for joining Folio3! We hope you agree that you have a great contribution to make at Folio3 and 
that you will find your employment at Folio3 a rewarding experience. We look forward to the opportunity 
of working together to create a more successful company. We also want you to feel that your employment 
with Folio3 will be one that is mutually beneficial and gratify ing.  
You have joined an organization that is focused on helping entrepreneurs and small enterprises 
successfully build and manage an offshore software development presence. Folio3 evolved out of a tier -
one venture -funded Silicon Valley startup that succes sfully moved its critical product development and 
marketing activities offshore.   
We hope that you will find satisfaction in your job and take pride in your work.   
An interesting and challenging experience awaits you as an employee of Folio3. We have written this 
handbook in order to answer some of the questions you may have concerning the policies of Folio3. Please 
read it thoroughly and retain it for future referen ce. Should you have any questions regarding any policies, 
please ask a member of the Human Resources  Department for assistance.   
The Human Resource Department handles the administrative responsibilities for employment -related 
issues such as payroll, benefi ts, and many personnel issues. Questions relating to payroll, benefits, or 
other human resource issues should be directed to the Human Resource Manager.   
1.2. Definitions   
The term "employee" as used throughout this handbook means those employees of Folio3.   
The term "employment" as used throughout this handbook means your employment with Folio3. The 
term "Company" as used throughout this handbook means Folio3.   
This handbook is not a contract guaranteeing employment for any specific duration. Both you and Folio 3 
have the right to terminate your employment at any time. No supervisor, manager, or representative of 
Folio3, other than the Chief Executive  Officer (CEO), has the authority to enter into any agreement for 
employment for any specified period or to make a ny promises or commitments contrary to the foregoing. 
Any employment agreement entered into by the CEO shall not be enforceable unless it is in writing and 
signed by both parties.   
1.3. Notice to Employees   
In drafting this Employee Handbook, we have avoided th e use of specific gender pronouns wherever 
possible. However, where such avoidance would have led to very awkward sentences, we have used the 
masculine pronoun. This use should be considered to refer to both genders. This Employee Handbook 
supersedes all p revious Company handbooks and policies. In addition, this handbook supersedes all prior 
management memos to the extent that such memo contradicts a subject or policy covered therein.

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1.4. Change in Policy   
The policies in this handbook are subject to change at the sole discretion of Folio3. We will notify you of 
these changes by appropriate means. Changes will be effective on dates determined by Folio3, and you 
may not rely on policies that have been superseded. No supervisor or manager has any authority to a lter 
the foregoing. If you are uncertain about any policy or procedure, please check with Human Resources.  
2. EMPLOYMENT POLICIES   
2.1.  Probation Period   
The Probation period is intended to give new employees the opportunity to demonstrate their ability to 
achiev e a satisfactory level of performance and to determine whether the new position meets their 
expectations. The Company uses this period to evaluate employee capabilities, work habits, and overall 
performance. It is also a time to get to know your fellow emp loyees, your supervisor, your company 
culture, and the tasks involved in your job position, as well as to become familiar with the company's 
products and services. Your manager or another company employee will work with you to help you 
understand the needs  and processes of your job.  
All new and rehired employees work for a probation period of three (3) months after their date of hire. 
Any significant absence will automatically extend the probation period by the length of the absence. If 
Folio3 determines th at the designated probation period does not allow sufficient time to thoroughly 
evaluate the employee's performance, the probationary period may be extended for a specified period.   
This probation period does not affect the employment status of an employee  being "at will", meaning that 
either party may terminate at any time and for any nondiscriminatory reason the employment 
relationship. In case of unsatisfactory performance demonstrated during the probation  period, the 
employee may be terminated once the probation period ends.   
During probation, Folio3 may terminate the employment of an employee at one week’s written notice. 
Employees may have to give one week’s written notice if he/she wishes to resign from the job during the 
probation period.   
During the probation period, employees are eligible for benefits required by law.   All other benefits will 
be effective after the successful completion of the probation period.   
2.2.  Employment Confirmation   
At the time of probation completion, employees shall  be notified about their Employment status via email 
update from HR, followed by a post -probation feedback -sharing meeting with his/her Line Manager.  
Confirmed employees become eligible for the following benefits on successful completion of probation:   
1. Provident Fund   
2. Corporate health insurance for parents   
3. Advance Salary/Loan facility (one -year tenure in Folio3)   
4. Bi-annual Performance Bonus

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5. Bi-annual Increments   
6. Monthly Accrual bonus  
7. In-house technical and soft skills training   
8. Employee Recognition Awards   
9. Partially paid Training and Certifications  
10. International trips for Seniors   
11. Pakistan Tour   
2.3.  Classifications of Employment   
For purposes of salary administration and eligibility for overtime payments and employment benefits, 
Folio3 classifies its em ployees as follows:   
Full-Time Regular Employees – Employee(s) hired to work for Folio3 as normal, full-time , Forty -Five hour 
or more workweek on a regular basis.   
Part -Time Employees – Employee(s) engaged to work full-time  or part-time  on Folio3’s payroll  with the 
understanding that their employment will be terminated no later than upon completion of a specific 
assignment. (Note that a temporary employee may be offered, and may accept, a new temporary 
assignment with Folio3 and thus still retain temporary status.) Hourly -rate employees will not be eligible 
for monthly accrual bonuses, leaves, or medical allowances.   
Contractual Employees – Employees engaged to work on contract or as consultants .  
2.4.  Personnel Files   
Folio3 maintains a personnel file for each employee. You may review your personnel file upon request 
and in the presence of authorized personnel. If you are interested in reviewing your file, contact the 
Human Resource Manager to make arrangements.   
To ensure that your personnel file is up -to-date at all times, notify the Human Resource Team of any 
changes in your name, telephone number, home address, marital status, number of dependents, 
beneficiary designation details (next of kin declared by the employee), scholastic achievements, the 
indiv iduals to notify in case of an emergency, and so forth. An Employee Change in Status Notice will need 
to be filled out and sent to Human Resources.   
2.5.  Employment References   
All employment verification or reference requests on current or former employees ar e to be referred to 
Human Resources. Human Resources will normally only release the last title and dates of employment. 
All other requests for information on current or former employees also are to be referred to Human 
Resources, who will consider and resp ond to the request.   
Requests for employment verification for credit or mortgage purposes should also be referred to Human 
Resources. Certain information will be provided only if the employee has executed a release.

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2.6.  Referral Bonus Policy   
Employees are encouraged to refer candidates for open positions within the Company. Folio3 will pay a 
recruiting referral bonus to any Folio3 employee who refers to a personally  known and credible candidate. 
Note the stress on “credible”, please. Not only should these r eferrals  be good at what they do but also 
they must be a good personality and cultural fit. You are, in effect, recommending these people. 
Therefore, we expect these referees to embody the same Folio3 values that you do. The amounts of the 
referral bonuses  according to the Positions are listed below:  
Category - A Data Engineer - Annotation  
MTO Marketing/Marketing Associate  
Digital Marketing Executive  
PPC Executive  
SEO Executive  
Content Marketer  
Digital Marketing & Branding Exec utive  
Associate Sales Executiv e 
Sales Executive  Associate UI Engineer  
Associate UI/UX Designer  
Associate QA Engineer  
Associate Functional Consultant  
Associate Systems Engineer  
L1 Support Engineer  
Associate Software Engineer  
Associate Graphic Designer  
UI/UX Designer   PKR 10,000  
Category - B Associate Project Manager  
Associate Product Manager  
Senior Digital Marketing Executive  
Senior SEO Executive  
Senior PPC Executive  
Senior Content Writer & Marketer  
Senior Sales Executive  
QA Engineer  
UI Engineer  Information Security Analyst  
DevOp s Engineer  
Functional Consultant  
L2 Support Engineer  
Software Engineer  
Machine Learning Engineer  
Software Product Engineer  
Systems Engineer  PKR 20,000  
Category - C Senior Data Engineer - Annotation  
Senior Graphic Designer  
Senior UI/UX Designer  
Senior QA  Engineer  
Senior UI Engineer  
Senior Systems Engineer  
Senior Functional Consultant  
Senior DevOps Engineer  
Senior Solutions Consultant  
Senior Product Support Engineer  Senior Software Engineer  
Senior Software Product Engineer  
Senior Machine Learning Engineer  
Assistant Digital Marketing Manager  
Assistant Manager SEO  
Assistant Manager PPC  
Assistant Manager Branding  
Branding & Digital Marketing Manager  
Assistant Manager Sales  
Project Manager  PKR 30,000  
Category - D Lead UI/UX Designer  
Lead QA Engineer  
Lead UI En gineer  
Lead Support Engineer  
Lead Systems Engineer  
Lead Information Security Analyst  
Lead Software Product Engineer  
Principal Consultant  
Lead Software Engineer  
Senior Project Manager  Lead Data Engineer  
Lead Machine Learning Engineer  
Sales Manager  
Senior Sa les Manager  
Digital Marketing Manager  
Senior Digital Marketing Manager  
SEO Manager  
PPC Manager  
Senior Product Manager   PKR 40,000   
Category - E Solution Architect  
Software Architect  
Senior Software Architect   
PKR 50,000  
 
Note: Incase of any new position,  not listed above, HR department will determine the bonus amount once 
the request is generated and approved.

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2.6.1. Guidelines   
1. No referral bonus will be paid for candidates with less than six months’ experience.   
2. A 2-year expiration period will be applicable on all resumes received by HR from any source.   
3. In case of multiple referrals, an eligible person would be decided on the following factors:  
a) Relevancy of referral   
b) Timing of referral   
c) Participation of referrer in recruitment/selection of candidate.   
4. Payment would be made based on the position , the referred candidate was hired on. (Not 
referred on ). 
5. The referral bonus will be paid upon the Confirmation of the referred employee, in case the 
referred employee never gets confirmed and is termi nated during the probation period, no 
referral bonus will be paid.   
6. Referring employees are not allowed to take part in the selection process of the referred 
candidate.   
7. Referral bonuses will not be paid for referral of part -time or temporary employees. In  addition, 
no referral bonus will be paid to hiring managers for the referral of one of their own staff, nor will  
any referral bonus be paid for individuals who have sought employment with the Company prior 
to the referral.   
8. 50% of the referral bonus will be paid for referring ex -Folio3 employees.   
9. Referral bonus will be taxable income.   
10. Employees are requested  to submit their referral via the Pulse (ESS) module.  
2.7.  Employment of Relatives   
The Company permits the employment of qualified relatives of employees so long as such employment 
does not, in the opinion of Folio3, create actual or perceived conflicts of interest.  
For purposes of this policy, "relative" is defined as a spouse, child, parent, sibling, grandparent, grandchild, 
aunt, uncle, first cousin, or corresponding in -law or "step" relation. The Company will exercise sound 
business judgment in the placement of related employees in accordance with the following guidelines:  
 
● Individua ls who are related by blood or marriage are permitted to work in the same Company 
facility, provided no direct reporting or supervisory/management relationship exists. That is, no 
employee is permitted to work within the "chain of command" of a relative su ch that one 
relative's work responsibilities, salary, or career progress could be influenced by the other 
relative.   
● No relatives are permitted to work in the same department or in any other positions in which 
Folio3 believes an inherent conflict of intere st may exist.   
● This policy applies to all categories of employment at Folio3, including full -time and part-time  
classifications.

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2.8. Equal Opportunity Employer  
Folio3 is an equal opportunity  employer. Employment decisions are based on merit and business needs 
and not on race, color, citizenship status, national origin, ancestry, gender, sexual orientation, age, 
religion, creed, physical or mental disability, marital status , or political affil iation.   
This policy applies to all areas of employment, including recruitment, hiring, training and development, 
promotion, transfer, termination, layoff, compensation, social and recreational programs , and all other 
conditions and privileges of employmen t. 
Management is primarily responsible for seeing that Folio3’s equal employment policies are 
implemented, but all members of the staff share in the responsibility for assuring that by their personal 
actions , the policies are effective and apply uniformly to everyone.   
Any employees, including managers, involved in discriminatory practices will be subject to disciplinary 
action as deemed appropriate up to and including termination.  
2.9. Separation from Employment   
An employee may be separated from employment vol untarily or involuntarily by retirement, resignation , 
or termination.   
a) Voluntary Separation: When it is entirely an employee’s decision to leave the company , therefore, 
he/she submits resignation.   
b) Involuntary Separation: When it is not an employee’s  sole decision to leave the company but the 
reasons initiated by the employer.   
2.9.1.  Termination   
Folio3 operates under the principle of at -will employment or as stated in the hiring contract. This means 
that neither you nor Folio3 has entered into a contract regarding the duration of your employment. You 
are free to terminate your employment with Folio3 at any time with or without reason. Likewise, Folio3 
has the right to terminate your employment, or otherwise discipline, transfer, or demote you at any time 
with or without reason, at the discretion of Folio3. Any accrued but unused vacation time (excluding casual 
leaves) will be paid out at the time of employment termination.   
You may be terminated for poor performance, misconduct, excessive absences, tardines s, discrimination, 
harassment, or other violations of Folio3’s policies. However, your employment is at will , and you and 
Folio3 have the right to terminate your employment for any or no reason.   
2.9.2.  Resignation   
Any employee who voluntarily resigns is expecte d to provide Folio3 with advance written notice of not 
less than sixty (60) days as is customarily done as a business courtesy. In case of not serving proper notice 
period, penalties (up to 2 times) may be imposed, contact HR for further details. Any accru ed but unused 
vacation time (excluding casual leaves) will be paid out at the time of final settlement. Employees are not 
entitled to any paid training or Certification benefit during the Notice period

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2.9.3.  Notice Period for Exceptional Cases/Relocation   
Emplo yees must give a heads up about their immigration/higher studies/relocation cases, months in 
advance (or as soon as possible) instead of a 2-month  advance notice period, to help the company be in 
a better position for organizational planning that is mutual ly beneficial for employee and Folio3.  
2.9.4.  Resignation Submission Process   
An employee who voluntarily or involuntarily submits resignation must first discuss it with his/her 
assigned Line Manager, in case the Line Manager has not yet been assigned then Project Manager, 
detailing the reasons for resignation. After the meeting employee initiates a ‘Resignation Submission’ 
email to HR, keeping the Line Manager, Project Manager , and Division Owner in cc.  Once manag ement 
has approved the resignation, the employee will receive an email from HR titled, ‘Resignation Acceptance’, 
mentioning the notice period duration and last working day. Another email titled, ‘Notice Period 
Guidelines’ will contain important notice period-related  information for exiting employees , such as 
Leaves, Equipment returns , Clearance forms , Final settlement , etc.  
2.9.5.  Knowledge Transfer & General Code of Conduct  
To ensure proper knowledge transfer & smooth transition during the notice period, the emp loyee is 
expected to connect with their  immediate Line Manager and/or respective PM/DO for the Knowledge 
Transfer Plan.  
● Work from home is not allowed during the notice period and employee has to ensure their 
availability and adequate response time during work hours.  
● In case the employee has additional responsibilities as a Line Manager then please get your 
manager (s) reassigned to another Line Manager during the notice period.  
● Employee is not eligible for LM lunch during the notice period.  
● Employees are not entitled to a provident fund contribution (Employee & Employer Share) during 
the applicable notice period days.  
2.9.6.  Clearance Process:  
Employees will get the Clearance form in the Notice Period Guidelines where the employee has to make 
a copy of the cleara nce form  with their name & share the access with all support departments & other 
stakeholders for required clearance.  
Completion of the clearance form is the responsibility of an employee; the incomplete clearance form 
may result in a delay in the employe e's full & final settlement. Please read the guidelines mentioned in 
the clearance form for a better understanding. Please refer to Annexure B for the clearance Forms.  
2.9.7.  Full & Final Settlement:  
Employees'  Full & Final Settlement shall be processed with the next regular pay cycle (from their LWD) 
and can be collected from the finance department in the form of a hard cheque. Accrued annual leaves 
will be encashed at the time of the final settlement along with other dues (including PF, if applicable) .

14 
 
Experience letters will be issued to employees in soft & hard copy upon completion of exit formalities in 
a satisfactory manner & have received their final settlement. In case of incomplete knowledge transfer, 
performance issues, or incomplete notice perio d the company may withhold the full & final settlement 
and the experience letter.  
2.9.8.  Exit Interview   
Management may conduct an exit interview to discuss your reasons for leaving and any other impressions 
that you may have about the company. During the exit in terview, you can provide insights into areas for 
improvement for the company and your specific position. Employees will get the Exit interview form as 
well in the Notice Period Guidelines, which must be filled out before the exit interview on the last work ing 
day.  
2.9.9.  Return of Company Property   
Any Folio3 property issued to you, such as computer equipment, keys, and health insurance card must be 
returned to Folio3 at the time of your termination. You will be responsible for any lost or damaged items. 
Appropria te penalties will be adjusted from the full and final settlement if required.   
2.9.10.  Leaves during Notice Period   
The casual  leave quota will reset to two from the date of resignation submission; any other absences 
during the notice period will be deducted on double penalty (2x deduction for each day). Deductions will 
be applied to the full & final settlement check  
Two casual leaves are allowed for only emergencies or unforeseeable circumstances. Employees are 
discouraged from taking (paid/unpaid) leave during the notice period. All requests for leaves of absence 
or an early departure are subject to full knowledge transfer and management approval.  
3. EMPLOYEE CONDUCT   
3.1.  Anti -Harassment Policy   
Folio3 intends to provide a work enviro nment that is pleasant, professional, and free from intimidation, 
hostility , or other offenses, that might interfere with work performance. Harassment of any sort - verbal, 
physical , or visual - will not be tolerated.   
Workplace harassment can take many fo rms. It may be but is not limited to, words, signs, offensive jokes, 
cartoons, pictures, posters, email jokes or statements, pranks, intimidation, physical assaults , or contact 
or violence. Harassment is not necessarily sexual in nature. It may also take t he form of other vocal activity 
including derogatory statements not directed to the targeted individual but taking place within their 
hearing. Other prohibited conduct includes written material such as notes, photographs, cartoons, articles  
of a harassing or offensive nature , and taking retaliatory action against an employee for discussing or 
making a harassment complaint .

15 
 
All Folio3 employees, and particularly managers, have a responsibility to keep  our work environment free 
of harassment. Any employee, who becomes aware of an incident of harassment, whether by witnessing 
the incident or being told of it, must report it to their immediate manager, or a designated management 
representative with whom t hey feel comfortable.   
While Folio3 encourages you to communicate directly with the alleged harasser and make it clear that the 
harasser’s behavior is unacceptable, offensive , or inappropriate, it is not required that you do so. It is 
essential, however, t o notify their HR immediately. Any incidents of harassment must be immediately 
reported to a manager or other management representative.  
Appropriate investigation and disciplinary action will be taken. All reports will be promptly investigated 
with due re gard for the privacy of everyone involved. However, confidentiality cannot be guaranteed. Any 
employee found to have harassed a fellow  employee or subordinate would be subject to disciplinary 
action up to and including termination.  
Folio3 will also take a ny additional action necessary to appropriately remedy the situation. Retaliation of 
any sort will not be permitted. No adverse action will be taken against any employee making a ‘good faith’ 
report of alleged harassment.   
Folio3 does not accept any liabil ity for harassment of one employee by another employee. The individual 
who makes unwelcome advances threatens , or in any way harasses another employee is personally liable 
for such actions and their consequences. Folio3 may not provide legal, financial , or any other assistance 
to an individual accused of harassment if a legal complaint is filed.   
3.2.  Incident Reporting and Escalation Process  
Folio3 is committed to the highest standards of conduct and ethical behavior in all of our business 
activities and to pr omoting and supporting a culture of honest and ethical behavior, corporate 
compliance , and good corporate governance. Folio3 encourages the reporting of any instances of 
suspected unethical, illegal, fraudulent , or undesirable conduct involving Folio3's  businesses and provides 
protections and measures so that those persons who make a report may do so confidentially and without 
fear of intimidation, disadvantage, or reprisal.  
This policy applies to all directors and employees of the Folio3, including supplie rs and their employees.  
Incident Escalation Form URL:   
Grievance & Incident Escalation Process  
Anonymous Feedback Form:  
https://dropbox.folio3.com:9090/

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You may make a report under this policy if you have reasonable grounds to suspect that a Folio3’s director, 
officer, employee, contractor, supplier, tenderer , or other person who has business dealings with Folio3 
has engaged in conduct (Reportable Conduct) which:  
● is dishonest, fraudulent , or corrupt, including bribery or other activity in breach of the com 
Policy;  
● is illegal activity (such as theft, violence, h arassment or intimidation, criminal damage to 
property, breach of competition and consumer law, breach of privacy law , or other breaches of 
state or federal law);  
● is unethical or in breach of Folio3’s policies (such as dishonestly altering company records or 
data, adopting questionable accounting practices , or willfully breaching Folio3’s Code of 
Conduct or other policies or procedures);  
● is potentially damaging to Folio3 , a Folio3  employee , or a third party, such as unsafe work 
practices, environmental dama ge, health risks , or abuse of Folio3's  property or resources; (e) 
amounts to an abuse of authority or a conflict of interest;  
● involves harassment, discrimination, victimization , or bullying, other than personal work -related 
grievances as defined in the com pany anti -harassment policy; or  
● involves any other kind of misconduct or an improper state of affairs or circumstances.  
 
Reportable Conduct generally does not include personal work -related grievances. These are grievances 
that relate to a current or former employee’s employment or engagement that have implications for only 
that person and do not have broader implications for Folio3.  
Examples include:  
▪ a conflict between you and another employee;  
▪ a decision relating to your promo tion or transfer;  
▪ a decision relating to the termination of your employment.  
Such matters should be raised directly with your HR.  
For the purposes of this policy to ensure appropriate escalation and timely investigation, we request 
that reports be made via  using the Incident Escalation Form.  
3.2.1 Anti -Slavery   
We strongly oppose all forms of slavery, affirming our commitment to human dignity and fundamental 
rights, and ensuring that our operations are free from any form of forced labor or human trafficking.  
3.2.2 Anti -Fraud :  
We maintain a zero -tolerance stance against fraud, fostering a culture of transparency and accountability 
to protect the integrity of our organiza tion and build trust with stakeholders.

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3.2.3 Anti -Corruption :  
Our anti -corruption policy underscores our unwavering dedication to conducting business ethically, 
rejecting any form of bribery or corruption, and promoting a fair and just working enviro nment for all.  
3.3. Sexual Harassment   
Sexual harassment may include unwelcome sexual advances, requests for sexual favors, or other verbal 
or physical contact of a sexual nature when such conduct creates an offensive, hostile , and intimidating 
working environm ent and prevents an individual from effectively performing the duties of their position. 
It also encompasses such conduct when it is made a  term or condition of employment or compensation, 
either implicitly or explicitly , and when an employment decision is  based on an individual's acceptance or 
rejection of such conduct.   
It is important to note that sexual harassment crosses age and gender boundaries and cannot be 
stereotyped. Generally, two categories of sexual harassment exist. The first, "quid pro quo,"  may be 
defined as an exchange of sexual favors for improvement in your working conditions and/or 
compensation. The second category, "hostile, intimidating, offensive working environment," can be 
described as a situation in which unwelcome sexual advances,  requests for sexual favors, or other verbal 
or physical contact of a sexual nature when such conduct creates an intimidating or offensive 
environment. Examples of a hostile, intimidating, and offensive working environment include  but are not 
limited to, p ictures, cartoons, symbols, or apparatus found to be offensive and that exist in the workspace 
of an employee. This behavior does not necessarily link improved working conditions in exchange for 
sexual favors. It is also against Folio3’s policy to download inappropriate pictures or materials from 
computer systems, the interne t, the World Wide Web,  and other similar forms of electronic distribution.  
essential, however, to notify your supervisor, a member of senior management , or HR immediately. Any 
incidents of harassment must be immediately reported to a manager or other management 
representative. Appropriate investigat ion and disciplinary action will be taken. All reports will be promptly 
investigated with due regard for the privacy of everyone involved. However, confidentiality cannot be 
guaranteed. Any employee found to have harassed a fellow employee or subordinate w ould be subject to 
disciplinary action up to and including termination.  
Folio3 will also take any additional action necessary to appropriately remedy the situation. Retaliation of 
any sort will not be permitted. No adverse action will be taken against any  employee making a ‘good faith’ 
Folio3 does not accept any liability for harassment of one employee by another employee. The individual 
who makes unwelcome advances threatens , or in any way harasses another employee is person ally liable  
to an individual accused of harassment if a legal complaint is filed.

18 
 
3.4. Standards of Conduct   
Whenever people gather together to achiev e goals, some rules of conduct are needed to help everyone 
work together efficiently, effectively, and harmoniously.  
 
By accepting employment with us, you have a responsibility to Folio3 and to your fellow employees to 
adhere to certain rules of behavior and conduct. The purpose of these rules is not to restrict your rights, 
but rather to be certain that you understand what conduct is expected and necessary.  
 
When each person is aware that she/he can fully depend upon fellow workers to follow the rules of 
conduct, our organization will be a better place to work for everyone.  
 
Employees should encourage positive conversations on all the official platforms or ch at groups of Folio3. 
As members of the organization, we all have a role to play in upholding a positive image. We encourage 
all the employees to be ambassadors of the organization and country by sharing positive stories, 
promoting our achievements, and eng aging in constructive conversations. By doing so, we can collectively 
showcase the best of what we have to offer.  
 
At Folio3, we strive to maintain a respectful and inclusive work environment that values diversity and 
promotes open dialogue. We expect all  employees, contractors, and stakeholders to adhere to the 
following guidelines, both internally and externally:  
 
1. Respect for Diversity:  Treat every individual with respect and dignity, irrespective of their race, 
ethnicity, nationality, religion, politica l affiliation, gender, sexual orientation, or any other protected 
characteristic. Recognize and appreciate the value of diversity in our organization.  
2. Avoid Bias and Stereotyping:  Refrain from making biased or derogatory comments, jokes, or 
statements base d on an individual's ethnic, cultural, or political background. Exercise caution when 
discussing sensitive topics and be mindful of the impact of your words on others.  
3. Language and Tone:  Use language that is inclusive, professional, and respectful in all f orms of 
communication, including written, verbal, and digital platforms. Avoid offensive language, slurs, or 
derogatory terms.  
4. Social Media Conduct:  Understand that your online presence reflects on the company. When 
participating in public online discussio ns or representing the company's views, ensure that your 
comments are respectful, factual, and aligned with our values. Remember to separate personal 
opinions from official company statements.  
5. Reporting and Accountability: If you witness or experience bias ed or negative comments  on ethnic 
or political topics, promptly report them  to the appropriate channels as outlined in our reporting 
mechanisms. We take such matters seriously and will investigate and take appropriate action against 
any violations of this code of conduct .

19 
 
6. Workplac e Etiquettes:  Folio3 is committed to fostering a professional and respectful work 
environment for all employees. Employees are encouraged to maintain professional and considerate 
behavior at all times and should be mindful of their surroundings. Employees who are in a ny kind of 
personal relationship  are expected to conduct themselves with the same level of professionalism as 
any other employee. Employees should ensure that their behavior s & gestures does not make others 
feel uncomfortable . 
 
It is advised to consult HR f or any queries regarding policies rather than discussing them in various chat 
groups.  
3.5. Unacceptable Activities   
We expect each person to act in a mature and responsible way at all times. If you have any questions 
concerning any work or safety rule or any of  the unacceptable activities listed below, please see your 
manager or Human Resources for an explanation.   
Note: The following list of Unacceptable Activities does not include all types of conduct that can result in 
disciplinary action, up to and including  termination. Nothing in this list alters the at -will nature of your 
employment; either you or Folio3 may terminate the employment relationship with or without reason, 
and in the absence of any violation of these rules:   
1. Violation of any company rule; any action that is detrimental to Folio3's  efforts to operate profitably.   
2. Negligence or any careless action that endangers the life or safety of another person.   
3. Being intoxicated or under the influence of a controlled subst ance while at work; use possession , or 
sale of a controlled substance in any quantity while on company premises, except medications 
prescribed by a physician which do not impair work performance.  
4. Unauthorized possession of dangerous or illegal firearms, w eapons , or explosives on company 
property or while on duty.   
5. Engaging in criminal conduct or acts of violence, or making threats of violence toward anyone on 
company premises or when representing Folio3; fighting, or provoking a fight on company property, 
or negligent damage of property.   
6. Insubordination or refusing to obey instructions properly issued by your manager pertaining to your 
work; refusal to help out on a special assignment.   
7. Threatening, intimidating , or coercing fellow employees on or off the premises at any time, for any 
purpose.   
8. Engaging in an act of sabotage; negligently causing the destruction or damage of company property, 
or the property of fellow employees, customers, suppliers, or visitors in any manner.   
9. Theft or unauthorized possessi on of company property or the property of fellow employees; 
unauthorized possession or removal of any company property, including documents, from the 
premises without prior permission from management; unauthorized use of company equipment or 
property for p ersonal reasons; using company equipment for profit.

20 
 
10. Dishonesty; falsification or misrepresentation on your application for employment or other work 
records; lying about sick or personal leave; falsifying reason for a leave of absence or other data 
requested by Folio3; alteration of company records or other company documents.   
11. Violating the non -disclosure agreement; giving confidential or proprietary Folio3 information to 
competitors or other organizations or to unauthorize  Folio3 employees; working fo r a competing 
business while a Folio3 employee; breach of confidentiality of personnel information.   
12. Spreading malicious gossip and/or rumors; engaging in behavior, which creates discord and lack of 
harmony; interfering with another employee on the job; re stricting work output or encouraging 
others to do the same.  
13. Immoral conduct or indecency on company property.   
14. Disclosing salaries within and outside the company   
15. Conducting a lottery or gambling on company premises.   
16. Unsatisfactory or careless work; failure to meet production or quality standards as explained to you 
by your manager.   
17. Any act of harassment, sexual, racial , or other; telling sexist or racist jokes; making racial or ethnic 
slurs.   
18. Leaving work before the end of a workday or not being rea dy to work at the start of a workday without 
the approval of your manager; stopping work before time specified for such purposes.   
19. Sleeping or loitering during working hours.   
20. Excessive use of company telephone for personal calls.   
21. Smoking in restricted areas or at non -designated times, as specified by department rules.  
22. Creating or contributing to unsanitary conditions.   
23. Posting, removing , or altering notices on any bulletin board on company property without the 
permission of Folio3 ’s management and/or Human Resources.   
24. Failure to report an absence or late arrival; excessive absence or lateness.  
25. Obscene or abusive language toward any manager, employee , or customer; indifference or rudeness 
towards a customer or fellow employee; any disorderly/antagonistic conduct on company premises.   
26. Failure to immediately report damage to, or an accident involving company equipment.  
27. Soliciting during working hours and/or in working areas; selling merchandise or collecting funds of any 
kind for cha rities or others without authorization during business hours, or at a time or place that 
interferes with the work of another employee on company premises.   
28. If applicable, failure to use your timesheet; alteration of your own timesheet or records or attendance 
documents; altering another employee's timesheet or records, or causing someone to alter your 
timesheet or records.  
By following this code of conduct, we collectively contribute to a positive and inclusive workplace culture 
that respects and app reciates individual differences.

21 
 
4. HOURS & COMPENSATION POLICIES   
4.1. Hours of Operation   
All employees have a standard 5 -day work week from the office and are required to come to work at their 
designated times. Folio3 may announce changes to work from off ice schedules based on operational 
requirements  for an interim time period.  
4.2. Business Hours   
The Business Hours of the company are from 9 am – 6 pm. Each employee is required to work for 45 - 50 
hours a week.  The shift timings for the employee(s) may vary b ased on client or operational requirements .  
4.3. Core Hours   
During core hours, we expect all employees to be physically in the office. If your personal circumstances 
or job duties require a different schedule, please discuss the matter with your manager. Core  hours are 
reset at the beginning of each month. The details are as follows:   
Core hours: 11:00 am  - 5:00 pm  (7hrs); All working days  
4.3.1.  Shifting Core Hours:   
Core hours of any employee may be shifted after approval of the relevant Project Manager, Mapped ED,  
and Division Owner over an e mail , as long as they are aligned with the team’s work schedule.  
4.4. Core -hours penalty   
It is incurred when someone violates the core hours . Penalty time is equal to ½ of the time violated. It is 
the additional time someone will have to spend at work, besides the threshold hours. Thus, the threshold 
for the day gets increased by the same amount as the penalty time New Threshold = Old Threshold + 
Penalty Time   
For example: For someone violating 30 minutes of core hours , the penalty  time will be 15 minutes. The 
threshold will now increase from 9 hours to 9 hours 15 minutes for the day. This additional penalty time 
should be covered within the current week’s  time frame (Monday – Sunday)   
4.5. Work Schedule - Absence or Lateness   
From time to time, it may be necessary for you to be absent from work. Folio3 is aware that emergencies, 
illnesses, or pressing personal business that cannot be scheduled outside your work hours may arise. 
‘Casual day’ leaves have been provided for this purpose.   
If you are unable to report to work, or if you will arrive late, please contact your manager immediately. If 
you know in advance that you will need to be absent, please request this time off directly from your 
manager and fill out the time off request form.

22 
 
If you are unable to speak with your manager directly, you must contact Human Resources or your next -
level  manager. If you are unable to call in yourself because of an illness, emergency or for some other 
reason, be sure to have someone call for you.   
Absence from work for three (3) consecutive days without notifying your manager or Human Resources 
will be considered a voluntary resignation. Your termination date will be the last day you reported to 
work.   
If you are absent because of an illness for three (3) or more successive days, you may be required to 
submit written documentation from your doctor stating the nature of your illness. A consistent pattern of 
questionable absences, excessive lateness , or leaving early may lead to disciplinary action,  including 
possible termination.   
4.6. Attendance System   
All employees are required to use the attendance system on a daily basis as the attendance record from 
this system is used for payroll records which must be maintained accurately at all times.   
If an emp loyee forgets to sign in or sign out of the system, they need to file their missing attendance 
request in the present System and inform Human Resources  through their Managers within 24 hours but 
no later than the current week’s  time frame (Monday – Sunday) . Appropriate and approved adjustments 
will be made to employees’ payroll for that month only. No adjustments or payments will be catered 
exceeding more than a month.   
Attendance URL: https://pulse.folio3 .com/attendance  
4.7. Salary   
Salaries vary according to your qualifications previous work experiences, and a successful, stable work 
record. Rates for one particular job or classification cannot be compared as being relative to any other.   
Any wage increases or  adjustments  in pay will be awarded on an individual basis dependent upon your 
performance.   
Salary is calculated on 22 working days in a month. All the calculations for new/ leaving employees  are 
done in 22 working days.   
4.8. Appraisals and Reviews   
Performance reviews are done twice a year, January (Annual) and July (Midyear) for full -time employees 
who have been with the company for a minimum  of 6 months at the time of performance reviews. 
Performance reviews are accompanied by bi-annual increments and bi -annual performance bonuses. 
However, increments and bonus payouts are done separately.  
Increments are effective from 1st January & 1st July each year (i.e. payouts are on  January 31st & July 
31st). Bi -annual bonuses are disbursed with April & Octobe r salaries (i.e. payouts are on April 30th & 
October 31st).

23 
 
Only employees who were part of the July reviews will be eligible for the October bonus, similarly , 
employees who are part of the December reviews will be eligible for the April bonus & so on.   
Folio3’s compensation reviews are generally conducted at the time of the annual and mid-year  
performance review, however having your compensation reviewed may or may not result in an increase, 
depending on if it is found  to be within or outside reasonable  ranges.   
Our internal tool is used for filling out employee’s Self and Peer reviews.   
Once an employee clears the probation period and becomes a Confirmed employee, they attend a session 
conducted by HR, in which Appraisals and Reviews are explained step by step, in much detail for the 
employee’s clarity.  
5. WORK FROM HOME   
5.1. Work From Home (WFH) Policy   
The purpose of this policy is to provide awareness and necessary guidelines to employees regarding Work 
From Home (WFH) provision, also to ensure employees are  meeting expected productivity standards 
during WFH.   
Work From Home means the employee is not physically present in the office premises but is still virtually 
present to perform all recurring or assigned tasks. WFH provision is to facilitate employees in exceptional 
situations and not to be taken as a standard work option that employees can avail at will.   
5.1.1.  Guidelines   
There is no absolute right on the part of any employee to work from home. The frequency and duration 
of work from home must be pre -approved by the relevant LM/PM & Mapped ED.  
Once there is an agreement that an employee is to work at home for a part of a day, a given day, or a 
given period of days, the arrangement will be respected as far as possible. However, in an emergency, 
employees working  at home must be prepared to be recalled to the office at short notice.   
5.1.2.  Procedure   
Advance notice must be given to the relevant PM & Mapped ED and approval should be obtained via 
email.   
In case of a legitimate condition where advance notice cannot be giv en (e.g., not well, unforeseen 
conveyance issue, bad situation) verbal approval by phone or G -chat necessarily needs to be obtained, 
also email to the PM/Lead, team members/Line Manager  and mapped ED  mentioning the reason for 
working from home.

24 
 
• Task p riorities will be obtained for the day so the project does not suffer. Employees will ensure 
to be available during claimed hours via G -chat, email , and phone as much as when at the office.  
• WFH hours will be tracked by the relevant Project Manager, approved according to the work 
completed , and submitted to the relevant person (Division Owner or mapped ED) who is 
assigned to the project. Only those hours will be adjusted as working hours.  
6. PROLONGED WORK FROM HOME:  
Prolonged work from home is announced by the company in unprecedented circumstances where 
working from the office is practically impossible.  
Managing employees who are doing continuous ‘WFH’ can be challenging. It is crucial that their line 
managers unders tand and address the factors that make WFH especially demanding. It is vital to take the 
initiative to ensure that employees receive the support and guidance they need to ensure business 
continuity during this time. Since we do not know exactly how this si tuation will develop – we only know 
that it will challenge us all to be at our best; to model the Company’s behaviors and values, to work as 
one group, and to be flexible and innovative in how we work with each other and with our customers.   
6.1. Guidelines for  Work From Home  
1. Make your calendar public to all Folio3 employees.   
2. Add all planned meetings to your calendar, with no exceptions.   
3. Off time: When you are stepping away from your desk, change your G-Chat  status; be specific about 
the duration of the off t ime.   
4. Response Time: You should respond immediately to a meeting request, calendar invite , etc. by either 
confirming your availability or suggesting a new time, the acknowledgment response should be ASAP.   
5. Phone/Text Response Time: respect everyone's perso nal time and try to communicate with others 
during work hours as much as possible   
6. Company Equipment: Employees are responsible for proper usage of company property whilst they 
are WFH. This includes office chairs, mobile phones, tablets, laptops , or other  peripheral devices. 
Protect them from being damaged or misused. In case of damage, theft , or loss of any item provided 
to you, please report it immediately.   
7. Remember, your performance will be assessed in close coordination with your line manager so make 
sure to deliver on your daily tasks.   
8. Structure projects with kick -off, milestones , and closing meetings to maintain productivity.   
6.2. Establish a WFH Environment   
1. Make sure that you have a VPN set up on your device.   
2. Ensure that you have a strong internet connection at home.   
3. Try to have a designated location/workstation at home where you can concentrate, answer calls, join 
video conferences , etc.  
4. Make sure that you have an appropriate background setting at all times, especially if you are speaking 
to clie nts or potential clients, as this reflects Folio3's  image and reputation. Even though you are

25 
 
working from home, make sure that you start and complete within the designated office hours, 
because your colleagues are in the office during those times. ∙ Be  prepared to have a video call at any  
point during the day, look presentable , and adhere to the dress code should you have a call with a 
client.   
5. Make sure that you adhere to Folio3 policies and procedures regarding information and data security 
whilst wo rking from home. All policies, procedures , and guidelines that apply on premises, also apply 
off premises.   
6. Check in with your colleagues and manager to ensure you are up to date on what's happening at work 
and to be up to date on any important information  you may have missed.  
7. OPERATIONS POLICY   
7.1. Appearance   
All employees are required to report for work in clean clothing and footwear. All personnel should 
maintain good grooming and personal hygiene. Clothing that is not acceptable are items that are sloppy 
or unkempt, halter tops, shorts, bathing suits, or tank tops   
7.2. Electronic Acceptable Use Policy   
Folio3 provides some, if not all, employees with electronic access, consisting of an e -mail system, a 
network conne ction, and Internet/Intranet access. This policy governs all use of the Company’s network, 
Internet/Intranet access, and e-mail  system at all Company locations and offices. This policy includes but 
is not limited to, electronic mail, chat rooms, the Intern et, news groups, electronic bulletin boards, the 
Company’s Intranet , and all other Company electronic messaging systems.   
We have a limited amount of Internet bandwidth that is shared among many client and project teams so 
it must be used sensibly. Employe es are required to make proper use of office resources (Internet 
bandwidth and office phones) and not abuse such privileges. Usage of P2P file sharing programs (e.g., for 
downloading MP3s or movies) or streaming audio and video sites (e.g., YouTube, Geo.  tv) are prohibited 
in the office for personal use.   
Even when downloading large files for official purposes, please aim to schedule those downloads when 
bandwidth needs are lowest (i.e., early mornings or evenings)   
7.3. Personal Use of Company Property   
In some  instances, employees may be allowed to borrow certain Folio3  equipment for their own personal 
use while on our premises. In no instance may this be done off our premises, or without prior management 
approval. You understand and agree that Folio3 is not li able for personal injury incurred during the use of 
company property for personal projects.   
As a Folio3 employee, you accept full responsibility for any and all liabilities for injuries or losses that 
occur, or for the malfunction of equipment. You are re sponsible for returning the equipment or tools in 
good condition and you agree that you are required to pay for any damages that occur while using the 
equipment or tools for personal projects.

26 
 
7.4. Open Communication   
Folio3 encourages you to discuss any issue  you may have with a co -worker directly with that person. If a 
resolution is not reached, please arrange a meeting with your manager to discuss any concern, problem, 
or issue that arises during the course of your employment. In the event you do not feel co mfortable 
speaking with the person directly, you may always speak to Human Resources.   
Retaliation against any employee for appropriate usage of open communication channels is unacceptable. 
Please remember it is counterproductive to a harmonious workplace for employees to create or repeat 
corporate rumors or office gossip. It is more constructive for an employee to consult his/her manager 
immediately with any questions.   
7.5. Communication Tools  
● Chat: Google Chat  
● Meetings : Zoom & Google Meet  
7.6. Conflict of Interes t Policy   
The purpose of this policy is to emphasize that Folio3 follows the "Zero Tolerance Policy" towards Conflict -
of-Interest activities.   
During your employment with Folio3, you may not engage in any other employment, consulting , or other 
business activity directly related to Folio3’s business.   
7.6.1.  Guidelines   
In general, outside work activities, freelance , etc. would fall under conflict -of-interest  activities if they:   
• Prevent the employee from fully performing work for which he/she  is employed at Folio3, 
including excess work hours/day assignments.  
• Waste Folio3’s computer, internet other resources, colleague’s time, or employee’s own time 
engaging in work unrelated to Folio3’s business.   
If an employee is found engaged in freelance or other similar activities during work hours and/or found 
using office equipment or premises  for such activities, it may result in immediate termination or release 
of an employee from his/her duties.   
7.7. Performance or Discipline Issues   
It is Folio3’s gener al policy that, in the event that your manager and/or Folio3’s management determines 
that your job performance is inadequate or that your behavior or habits are inappropriate, you will be 
advised of the problem and given an opportunity to correct the defic iency.   
However, there may be certain circumstances in which Folio3 determines that the nature or seriousness 
of the problem justifies immediate termination without any warning or opportunity to correct  it. Because 
your employment with Folio3 is ‘at -will’,  Folio3 may terminate your employment at any time for any 
reason, with or without notice or warning.

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7.8. Anniversary Date   
The first day an employee reports to work on a full -time basis is their official anniversary date. The 
anniversary date is used to compute various conditions and benefits described in this document.   
7.9. Expense Reimbursement Policy   
The Expense Reimbursement policy provides proper channels to employees for allowable expenses that 
are borne by them, reimbursed , and duly paid out. The poli cy also applies to situations where an employee 
bears an expense for services or goods on behalf of the company. In the case of the latter, the employee 
is first required to seek verbal approval from his/her line manager/project manager before bearing any 
such expenses.   
Allowable expenses by Folio3 with budget limits are as follows:  
• Quarterly LM lunch (up to PKR 1750/head)   
Employees must submit an 'Expense Reimbursement Form' for reimbursement within 30 days of incurring 
them. Line Managers (LM) and the ir managees must document meeting notes on Pulse before submitting 
an 'Expense Reimbursement Request' via the Expense App. A screenshot of LM notes must accompany 
the request.  
Remote Line Management Meetings:  We encourage scheduling remote line management meetings on 
the same day for shared lunch. Reimbursement is based on lunch receipts submitted individually by the 
Line Manager (LM) and the Managee within their allocated budgets. To be eligible for reimbursem ent, the 
monthly meeting status must be completed or in progress . 
In case the Line manager  or Managee(s) is outside the country then the expense reimbursement limit 
for the respective region/country will be applied. Employees are requested to connect with HR to get 
their respective LM Lunch limits for their region/country.   
Failure to adhere to this policy may lead to reimbursement delays or the rejection of expense claims. 
Use the ‘Expense Reimbursement Request Form’ on the Expense App.   
• Quarterly Team lunch (up to PKR 2000/head)   
‘Expense Reimbursement Form’ should be filled and submitted by the recipient. The request  initiator is 
expected to share the list of employees attending the team lunch and specify the team name for record 
purposes . Employees  can only have 1 team lunch in  a specified time period (Quarterly). In the case of 
remote teams, prior approval from HR or DO is required before submitting the experience reimbursement 
request under this category. Use the ‘Expense Reimbursement Request Form’ on the Expense App .  
• Private Transportation (at actual)   
Expenses incurred for availing InDrive /Careem (or other transport services which can provide bill receipt), 
in case of strike/unavailability of normal mode of transportation due to events (Govt. No tices), are 
reimbursable on Expense App . Prior  approval is required from Admin/HR to apply such reimbursements.

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• Late sitting Meal Allowance (up to PKR 1350/head)   
Meals can be reimbursed if you have been working for more than 11 hours. Late sittings are expected to 
be planned and approved by your respective lead/project manager.  
This time duration cannot include the extra time required to stay at work to make up for  violations  in 
attendance. A screenshot  of relevant days’ attendance records  must be attached with the request on the 
Expense App . Late sitting expenses should be submitted on an individual basis.   
You can also avail this meal allowance if you are working on any Public Holiday or Holidays due to planned 
work engagement for more than 4 hours in the office.  
Late sitting or work on Holidays Meal Allowance is not applicable in the Work from Home schedule.  
• Late sitting Travel Allowance (at actual)   
Transportat ion expenses for InDrive/Careem (or other transport services that can provide bill receipts ) 
can be reimbursed if you have been working for more than 11 hours. A screenshot  of the relevant day’s 
attendance record must be attached with the request on the Expense App . Late sitting expenses should 
be submitted on an individual basis. This is subject to the approval of LM & DO.  
Late sitting or work on Holidays Travel Allowance is not applicable in Work from Home schedule.  
• New Hire First Day Lunch. (Upto 1200 /head)  
All the new Employees'  first-day lunch is sponsored by Folio3. The respective Buddy or Admin 
Representative is expected to make the arrangements  for the Lunch. Lunch entitlement is applicable for 
the new Employee & the respective assigned Buddy by HR.  
7.9.1.  Procedure:   
▪ Allowable expenses can be reimbursed by using the Folio3 Expense App   
▪ Employee fills the Reimbursement Form on the Expense App by clicking ‘Add Request’, filling  in the 
mandatory basic information, selecting  the correct expense type , and uploading  the image of the 
original expense receipt/s, which after submission will be su bject to LM/PM/DO’s approval. In the 
case of LM lunch, LM should submit the expense reimbursement request, not the manager .  
▪ Status of expense request will be updated on the app   
▪ Finance will inform  employees through monthly email reminders regarding the date of submission of 
allowable expenses   
▪ After verification, approved amounts shall be disbursed to the employee’s account   
7.9.2.  General Guidelines  for Expense Reimbursements  
▪ LM Lunch reimbursements will be done only if LM notes are duly filled in the LM Module.  
▪ Amounts exceeding the provided budget limits are non -reimbursable   
▪ The ‘Expense Reimbursement Form’ on the Expense App should be submitted within 30 days of the 
expense. Each reimbursement case should be submitted separately with image/s of origina l receipts.

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▪ Submitting fraudulent receipts or falsifying your expenses will result in loss of reimbursement 
privileges and will warrant subsequent disciplinary actions   
▪ In the event you terminate your employment, any outstanding, authorized expenses you incurred as 
a result of your employment with Folio3 will be reimbursed within a reasonable time period   
▪ LM lunch is not allowed during the notice period of the employee.   
▪ Allowable expenses may be put on hold if deemed necessary by the company.   
7.10. Entertainm ent and Cultural Committee (ECC)   
Folio3 has an Entertainment and Cultural Committee (ECC) that is responsible for planning outings and 
entertainment events for the Employees. The committee may consist of up to 20 members at a time. 
Events include but are not limited to:   
▪ Farmhouse outings   
▪ Beach picnics   
▪ Fishing trips  
▪ Bowling events   
▪ Movie nights   
7.11. Guidelines   
a. Employee should be a full -time permanent member of Folio3   
b. LM/PM approval should be sought before applying for membership   
c. Once selected, ECC members will be part of the committee for a period of 9 – 12 months after which 
they need to reapply or nominate someone else to take their place - ECC meetings shall be held on a 
need basis and attendance for these is mandatory. Two con secutive absences may result in the 
cancellation of an ECC membership   
d. Preference will be given to employees with past experience in entertainment -related activities   
e. Event calendars will be planned and published to all employees   
f. ECC Events shall be geared towards promoting Folio3 culture and team -building activities   
g. ECC Rules are subject to change with or without prior notice   
7.12 Housekeeping   
Care and maintenance of the kitchen and dining table area is everyone's responsibility. Please be sure to  
clean up any spills and put trash into the trash receptacle. Please also be sure to dispose of or remove 
any uneaten food/food containers from the refrigerator by the end of the week, in order to avoid the 
possibility of your containers being thrown away.   
Additionally, the appearance of each employee’s desk, cubicle, office , and work area is their own 
responsibility and should be kept at an acceptable level of appearance at all times. These areas should 
remain free of excessive dust, clutter , and trash at  all times.

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8. Information Security Policy  
This Information Security Policy pertains to all information systems, whether computer -based or non -
computer -based, that are owned by the company, used for company purposes, or connected to company -
managed networ ks. It is applicable to all employees, consultants, and contractors of the company. The  
 
policy covers all information that is handled, stored, processed, or shared by the company. For the 
complete policy or guidelines, please refer to the given Link;  
https://drive.google.com/drive/folders/1b270TyqAQUqVJrfkSZQ6R8CR6pveb6eg?usp=share_link  
8.1. Laptop Security Policy   
The purpose of this policy is to make employees accountable and responsible for the safety of company -
provided  assets. This policy defines the security of all company -provided  laptops/devices and the data 
stored on them . These assets belong to the organiza tion and are assigned to the employee for business 
use only, hence once in the employee’s custody their safety responsibility lies with the employee.   
8.2. Passwords Policy  
The Password Policy states that passwords should not be shared with anyone in the team a nd should meet 
the complexity requirements. Additionally, good password manager tools such as Zoho Vault should be 
used to securely store and manage passwords.   
8.3. Client’s Environment & Data Access Policy  
The Client's Environment & Data Access Policy mandate s that client information should not leave their 
environment without the client's explicit approval and the knowledge of the project manager. Moreover, 
such data should be deleted once the intended purpose is served. In the case of GDPR, it is critical to 
comply with its regulations as it does not allow data to leave the EU without the proper consent of the 
Data Controller. Additionally, when a user exits from a project, all accesses must be revoked to ensure the 
security and privacy of the client's data.   
8.4. Non -Standard Equipment’s Requests Policy  
The Nonstandard Equipment Requests Policy outlines that any requests for a MacBook, GPU laptop, or 
other nonstandard equipment should be made based on the project's requirements or business needs. 
Additionally, any such requests from the client must also be taken into consideration.  
8.5. Confidential Information and Document Security Policy  
The Confidential Information and Document Security Policy requires that any confidential, restricted , or 
sensitive information must b e removed from desks and locked in a drawer when a desk is left unoccupied 
at any time to ensure its security. Additionally, when such information is printed, it should be cleared from 
printers immediately to prevent unauthorized access. Proper disposal of  sensitive documents after use is 
also mandatory to avoid any potential security breaches. The policy also encourages the adoption of a 
paperless culture to minimize the use of paper and the risk associated with physical documents.

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8.6. Laptop  & Equipment’s S ecurity  
The Laptop & Equipment Security Policy outlines several measures to ensure the security of IT equipment. 
When traveling  with a laptop in a car, it must be kept in a safe place, such as in the trunk, under the seat, 
or preferably carried along where ver possible. In case of theft, the employee must ensure their own safety 
first and then inform the Admin/IT with complete incident details and legal proof, such as an FIR report. 
Employees are also responsible for protecting data stored on equipment, and data security parameters 
must be used to ensure the confidentiality and integrity of such data. Finally, IT equipment should be 
handled with care to avoid any damage that may compromise their functionality or security.   
8.7. Wi-Fi Networks Policy  
The Wi -Fi Netw orks Policy identifies two official networks, Folio3 -Wifi and Folio3 -DMZ, each with its own 
specific purpose. Folio3 -Wifi is the primary network for calls and daily official tasks, and it is only accessible 
to official devices to ensure security. Folio3 -DMZ is used for streaming and downloading for official needs 
to avoid clogging the primary network.  
8.8. Email & Documents Sharing Policy  
The Emailing & Documents Sharing Policy requires that employees exercise caution before clicking on any 
links or attachments in emails, as they may contain viruses or malware that could compromise network 
security. Additionally, employees must share Google Docs  only with appropriate permissions to prevent 
unauthorized access to sensitive information.  
8.9. Removable Media  
The Removabl e Media Policy mandates that only official portable devices should be used for data transfers 
to ensure the security and integrity of the data being transferred. In exceptional circumstances, the use 
of personal removable media may be allowed after approva l and must be scanned completely before use 
to prevent the introduction of malware or viruses that could compromise network security.  
Additionally, all PROTECT or RESTRICTED data stored on removable media devices must be encrypted to 
prevent unauthorized a ccess.   
8.10. User Exit Policy:  
The User Exit Policy stipulates the procedures to be followed when an employee exits the company. The 
IT team is responsible for revoking all accesses granted to the exiting employee, and the system must be 
formatted after data transfer acknowledgments  to ensure the confidentiality and integrity of the 
company's data. Project managers and team leads are requested to ensure that the user's access is 
revoked from all client and Folio3 internal systems where the resource remains  actively engaged to 
prevent any  potential security breaches.   
8.11. Personal Device Policy:  
The Personal Device Policy prohibits users from connecting their personal devices to office networks 
without prior information or approval from the IT team. This is to ensure that unknown or unapproved 
devices do not compromise the security of the company’ s network. Before connecting to official networks,

32 
 
users must ensure that all the necessary security parameters are already applied to prevent any security 
breaches.  
8.12. Internet Device Policy:  
The Internet Device Policy outlines the procedures for obtaining  Internet  devices for temporary and 
permanent use. For temporary allocations, users must request an internet device from the IT team to 
ensure that the device is properly configured and meets security requirements. For permanent 
allocations, users may purc hase an internet device and it can be reimbursed for the cost as per company 
policy.   
8.13. Unacceptable Use  
Employees are prohibited from the installation of software with performance and security risks, such as 
Torrents and Miners. Additionally, the use of cra cked software is strictly prohibited. Users must contact 
the IT team to purchase the required tool with the DO's approval to ensure that all software used by the 
company is legitimate and secure.  
8.14. Information Security Incident Management Policy.  
This poli cy applies to the Company’s critical systems managed by the IT team and any person who  accesses 
these systems or data. It needs to be applied as soon as information systems or data are suspected to be, 
or are actually  affected by an adverse event that is likely to lead to a security incident.  An information  
management security incident is an adverse event that has caused or has the  potential to cause damage 
to an organization’s assets, reputation , and / or personnel. Incident  management is concerned with 
intrusion, compromise , and misuse of information and  information resources, and the continuity of 
critical information systems and processes.  
8.15. Ticketing on IT Helpdesk:  
The Ticketing on IT Help Desk policy requires that all IT -related requests be submitted v ia the ticketing 
system to prioritize P1 tasks and improve resource management. This ensures that IT issues are addressed 
promptly and efficiently, reducing downtime and increasing productivity. HR/Admin and Finance extra 
teams have their own ticketing sys tems, so users are encouraged to escalate their queries to the relevant 
portals for faster and more accurate resolutions. The ticketing system can be accessed at  
https://portal.folio3.com/   
Please refer to the below link to access Bulletins, guidelines , and updates related to Information Security 
Policies.  
https://drive.google.com/drive/folders/1b270TyqAQUq VJrfkSZQ6R8CR6pveb6eg?usp=share_link  
8.16.  Company Asset Loss & Damage policy  
1. When traveling with a laptop in the car, it must be kept in a safe place e.g.: in the trunk, under the 
seat or preferably carried along wherever possible. Leaving it unattended without taking precautions 
will be considered as negligence and the employee may have to bear the cost (full or partial).

33 
 
2. The employee is fully responsible for laptops/devices once they leave Folio3 premises. They should 
use assigned devices properly, p rotect them from being damaged, stolen or misused and keep them 
in their safe custody.   
3. In case the laptop is stolen/robbed, the employee should ensure their own safety first and then 
immediately inform Admin/IT in writing, providing complete incident deta ils as well as legal proof 
(FIR) of equipment being stolen.   
4. In case equipment is found to be damaged/stolen due to employee’s negligence, the company 
reserves the right to ask the employee for its repair/replacement.  
a. On 1st time offense, warning shall be  given to the employee by IT in writing (to take care of 
equipment but there will be no penalty or deduction in salary if the repair or damage value is 
less then prescribed limit. However, if the damage is of the significant value (PKR 150,000 or 
more) the n deductions may apply after the management review.  
b. On 2nd offense, there may be full deduction of the cost of repair of damaged equipment from 
the employee's salary.   
5. Employees are not only responsible for the laptop but to protect all information/data stored on it as 
well, data security parameters must be taken into account.   
9. EMPLOYEE BENEFITS AND SERVICES   
9.1. Paid Holidays   
Regular full -time employees are eligible for paid holidays during each calendar year. To receive holiday 
pay, an employee must work t he regularly scheduled workday before and after the holiday, unless a prior 
exception is approved. A paid holiday does not count as a day worked in calculating overtime for the 
week.   
9.1.1.  Exceptional Cases   
Please note that just because a day is a Company Holiday, it does not guarantee that every employee will 
have that particular day off. There are certain tasks which must be accomplished regardless of whether 
or not a day is a Holiday. For people in certain departments, we may always have to designate som e 
employees to be available or even work on a designated Holiday. Alternate days off will be provided for 
these employees.   
Holidays are not considered hours worked for the purpose of computing overtime unless the employee 
actually works on the Holiday.   
9.2. Public Holidays   
Only Federal Holidays (As announced by the Govt. of Pakistan) are followed, and not the 
provincial/regional or Sindh public holidays.   
Up to 13 -15 Public Holidays (Paid) are observed by the company each year .

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Holidays  Date  
Kashmir Day  February 05  
Pakistan Day  March 23  
Labor Day  May 01  
Youm -e-Takbir (As per Announcement)  May 28  
Eid-ul Fitr*  (As per Announcement)  
Eid-ul Azha*  (As per Announcement)  
Independence Day  August 14  
Ashura*  (As per Announcement)  
Eid Milad un Nabi (SAW)*  (As per Announcement)  
Allama Iqbal Day (As per Announcement)  November 9  
Quaid -e-Azam Day  December 25  
Day After Christmas (for Christians only)  December 26  
 
Holidays marked with * are subject to sightings  of the moon  
9.3. Compensation and Benefit Structure for Full -time Employees   
All full -time employees are eligible for the following benefits:   
▪ Market Competitive Salary   
▪ Bi-annual Performance Bonus   
▪ Bi-annual Increments  
▪ Monthly Accrual bonus (unique to Folio3)   
▪ Referral Bonus   
▪ Leave Benefit   
▪ Provident Fund   
▪ Advance Salary/Loan facility ( one-year tenure  in Folio3)   
▪ Van facility for females   
▪ Subsidy for Home Internet Broadband Connection  
▪ Corporate health insurance (IPD)   
▪ OPD reimbursement   
▪ Monthly Hotshot award   
▪ Quarterly LM and Team Lunches   
▪ ECC events   
▪ Partially paid Trainings and Certifications   
▪ International Trips (Client based)   
▪ In-house technical and soft skills trainings   
▪ Subsidized Gym Facility

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9.4. Salary Details   
The pay period is from the 26th of the previous month to the 25th of the current month. Salaries are 
transferred to an employee's  salaried account within the first week of every month. Human Resource or 
Finance will help you to set up your salaried bank ac count.   
Every effort is made to avoid errors in your paycheck. If you believe an error has been made, contact 
Finance or the Human  Resource Department immediately. In the event the error is in excess of what would 
otherwise be regular wages, commissions, b onuses, expense reimbursements (as applicable), Folio3 
reserves the right to deduct the excess monies from subsequent paychecks.   
9.5. Advance Salary/Loan Facility   
Advance Salary/Loan Facility benefit is for full -time, confirmed employees, who have a tenure of  more 
than one year in Folio3. The maximum amount that can be requested in advance salary/loan is 150% of 
Base Salary at the time of request. Repayment of advance salary/loan can be done in a maximum of 10 
installments.  
 
Advance salary/loan requests are pr imarily considered for essential situations such as medical 
emergencies, rent payments, house financing, marriage expenses, and education fees. These situations 
are given high priority; ensuring employees facing these situations receive the necessary finan cial support. 
However, it's worth noting that loan requests for all other reasons will be considered as a second priority, 
subject to the availability of funds and other relevant approval criteria as outlined in the policy.  
 
In case of any outstanding loan  installment at the time of employee termination, the remaining dues will 
be adjusted from respective employee’s full & final settlement &/or employee will be requested to pay 
back the amount owed to the company.   Clearance certificate or experience letter  will be withheld in case 
of default.   
 
Employee can initiate only one loan/advance salary request at a time. In case of any additional 
requirement or 2nd request, employee will have to repay the first loan amount and wait for 12 months to 
initiate another  request.   
 
All advance salary or loan requests are reviewed and approved based on the following criteria;  
● Reason for application (Based on Priority)  
● Regular employment tenure  with company   
● Availability of Funds   
 
Advance salary or loan requests will be kept on hold or deferred based on selection criteria.   
9.5.1.  Procedure   
● Employee is required to fill out the ‘Advance Salary Form’ available on the internal portal (click here 
for access)  
● Employee will be required to identify two Guarantors from Folio3 and have the form filled and signed 
by them in the respective guarantor section. CNIC copies of guarantors will be required at the time of 
form submission .

36 
 
● Employee will be required to take approval from the Senior Director of Operations, and Director HR 
and subm it the filled/signed  form to the Finance department along with the CNIC copy of his/her own.  
(Note: Employees working in other cities (Isb or Lhr) are requested to submit their scanned form on 
Finance helpdesk)  
 
Employee can follow up on their request from the Finance department via email  at 
financehelpdesk@folio3.com and they can expect a response in the subsequent 5 working days.  
9.6. Performance Bonus   
Employees may be awarded a bi -annual performance bonus which is measured on the basis of their own 
performance (bi -annual performance review process) and the performance of Folio3. Historically, 
performance bonuses have been in the 0.25x to 1.5x multiple of the employee’s current monthly salary. 
An employee should be o n full -time status during the bonus disbursement time. Employees undergoing 
notice periods  are not eligible for performance bonuses . 
9.7. Line Manager  Bonus  
Line Managers at Folio3 are eligible for a bi -annual bonus ; disbursed in April and October following th e bi-
annual review process. The  bonus is calculated based on the Line Manager's performance in mentoring 
and supporting their managee(s ).  
The L ine Manager  Bonus will be calculated ba sed on the following key areas:  
• The evaluation will be based on the percentage of meetings completed between the Line Manager 
and their Managee(s) during the review cycle.  
• The evaluation will incorporate feedback from surveys completed by Managee(s) during the 
monthly meetings. The survey is mandatory and will be part of t he meeting notes.  
• During the bi -annual review cycle, LMs will reflect on their contributions in their self -review form. 
This review will be evaluated by their respective Line Manager, who will consider self -review data, 
survey results, and additional infor mation provided.  
• All LMs must attend at least one training related to Line Management through the Folio3 Learning 
Portal in each review period. Multiple training courses will be available during the 6 -month period.  
If line manager is not assigned with mana gee(s) during the review period then they are not eligible for 
bonus.  
Resigned employees are not entitled for any kinds of bonus(es). However, line managers are requested 
to continue conducting meetings with their managee(s) during their notice period.

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9.8.  Monthly Accrued Bonus Plan   
The monthly accrued bonus plan for employees is in addition to the existing year -end performance bonus 
plan. Employees will accrue a percentage of their salary each month. The accrual percentage will vary 
based on your time a t Folio3:   
A year’s tenure = 4%   
1-2 years’ tenure = 8%   
2-3 years’ tenure = 12%   
>3 years’ tenure = 16%   
 
The accrued bonus will not get paid out for the first six months of the plan (or for the first six months of 
your employment for new employees; the p lan will start from the first full month of a new employee’s 
employment)   
From the seventh month onwards, the accrued bonus will get paid out at the same rate that it was 
accruing, i.e., in Month 7, you will be paid what you accrued in Month 1 and so on.   
Monthly accrual bonus plan is additional/incremental compensation to your existing market competitive 
salary and performance bonus.   
The accrued bonus will not get paid out during leave without pay period.  The monthly  accrual bonus is 
Cash -based. Extra inc ome throughout the year. Accrual bonus rewards employee loyalty and time at 
Folio3.   
For example An employee accrues PKR 3,000 each. Month, at the end of six months, the employee has 
accrued PKR 18,000. If the employee leaves in Month 7, they will only get  1 accrued bonus payout (accrued 
from Month 1); they will be leaving behind the accrued bonuses from Months 2 -7. 
9.9. Leaves   
All employees are eligible for 6 Casual and 12 Annual leaves in the first year. Annual leaves roll over to the 
next year. Casual leaves  expire 12 months after the month in which they are earned. For example: Entitled 
leaves earned in July 2021 will expire in July 2022, leaves earned in August 2023 will expire in August 2024 , 
etc.  
Leaves cannot be taken until they are accrued.   
The Annual leaves accumulating beyond 2x your annual leave limit will start getting added to the Casual 
Leave quota, which will reset to 0 after 12 months.   
Annual/Casual leaves increase by 1 every year.

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Years of Service  Leaves Accrual  
From 0 -1 year  6 Casual 12 Annual = 18 leaves  
After 1 year  7 Casual 13 Annual = 20 leaves  
After 2 years  8 Casual 14 Annual = 22 leaves  
After 3 years  9 Casual 15 Annual = 24 leaves  
 
During the probation period, employees are eligible to take paid leaves if they have accrued leave days. 
However, no leave encashment will be allowed for any accrued leaves during this period.  
Leaves are meant to be availed in accordance with the approved Leave Plan. If an employee expects to 
take leave, the employee must notify the releva nt Project Manager/DO and Human Resource Department 
of the intention to take leave according to below mentioned days in advance of the expected leave.   
Number of leaves requested  Advance Notification time (prior to taking leaves)  
1 day  1 day  
2 days  1 week  
1 to 4 days  2 weeks  
1 week up to 2 weeks  6 weeks  
2 weeks up to 1 month  3 months  
 
It is Folio3’s policy to discourage long leaves of more than 21 calendar days, taken all at one time. This is 
to prevent adverse impacts  on projects and steady operat ion of project teams. Instead, it is encouraged 
to take shorter leaves, multiple times over the year. To account for cases where a need for a long leave 
does arise, it will be company policy to consider a long leave every other year, to be fair to all empl oyees 
after taking into consideration project requirements and company business needs.   
In cases, where dates for proceeding on leave, as proposed by employees are similar, the person with a 
less critical workload  during that period will proceed first on vacation. Past incidents of refusal, 
amendment in the timing of annual leave, the employee being recalled to duty , and specific circumstances 
of the concerned employees are also considered while finalizing the leav e plan.  
Departmental heads will draw up leave plans ensuring that leaves are staggered in such a way that the 
absence of an employee does not affect the timely achievement of departmental responsibilities.   
If the need for leave is not foreseeable, the employee must provide notification of leave to the Human 
Resources Department as soon as is practicable under the circumstances. An employee's failure to provide 
due days advance notification for foreseeable le ave may result in a delay of leave, a penalty of up to 50% 
of leaves , or an impact on performance and compensation reviews.

39 
 
9.9.1.  Casual Leaves Reset   
Casual leaves earned each month will reset after 12 months. Leaves that have been reset cannot be used. 
For ex ample, entitled leaves earned in July 2021 will reset in July 2022, and leaves earned in August 2023 
will reset in August 2024.   
9.9.2.  Leaves without pay / Un -earned leaves   
Leave without pay may be granted at the discretion of the company where no other leave a rrangement 
is available or appropriate and will normally be for relatively short periods   
Longer periods of leave without pay may be granted in special circumstances. In granting such leave, the 
Line Manager will consider operational needs; the level of in convenience caused by the staff member's 
absence; and any additional costs arising from the proposed absence. These may include the costs 
associated with replacement staffing and additional leave liabilities.   
Leave without pay is very unlikely to be consi dered where any unused annual or accumulated leave is 
available.   
9.9.3.  Recall from Annual Leave   
The Company believes that an employee who proceeds on annual leave should be allowed to avail the 
entire period of leave. Hence every effort is to be made to ensure  that an employee on annual leave is 
not recalled to duty. However, there could be times when staff may either be required not to leave for a 
specific period or be recalled from leave if it becomes necessary.   
Change in residence/telephone contact number s hould immediately be communicated to the immediate 
superior.   
Whenever possible, the Company should first contact the employee (on leave) by telephone, obtain his 
input on a particular matter if this could serve the purpose, and obviate the need for his re turn. All the 
unused  days of the recalled employee will be credited back to his/her account. In such cases, the company 
shall consider reimbursement of traveling expenses incurred from the place recalled. All availed leaves for 
that period will be reversed  and the traveling fare reimbursed.  
9.9.4.  Extra Leaves   
To be eligible for earning extra leave, employees must first complete their expected threshold hours per 
day (9 hours) and core hours violations, if applicable.  
Extra leave is entitlement is based on the f ollowing conditions;  
● An employee should have an additional 0.5 extra hours (30 minutes) on each working day in a 
given month.  
● Apart from an additional 0.5 extra hours (30 minutes) on each working day, the employee shall 
have an additional 8 hours on average in a given month.

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For example,  
● Employee shift time is 10 am to 7 pm and core hours are 11 am to 5 pm.  
● Employee logged in at 11:30 am and left office at 9:30 pm every day for 22 days in a month.  
● This means (9 hours + 15 min violations + 45 min extra time) then in a month he had 22*15 min 
= 330 minutes / 5.5 hours violations and 990 minutes / 16.5 hours extra time.  
● He also worked a full day of 9 hours on one of the Saturdays, therefore, extra hour s will be 16.5 
+ 9 = 25.5 hours.  
● He will be eligible for extra leave for (.5*22+8 = 19) - 25.5 = 6.5 hours i.e. 6.5/9 = 0.72 extra 
leave.  
All extra leaves calculated from the attendance system are subject to approval from the respective 
Division Owner. On ly approved extra leaves are updated in the respective employee’s leave quota.  
9.9.5.  Leaves Encashment   
There will be no leaves encashment except at the time of full and final settlement (annual leaves 
only).  The Annual leave accrual is capped at 30 days.  
9.9.6.  Maternity Leave   
Folio3 understands the significance of providing support to female employees during the phase of 
motherhood. Therefore, we have developed an all -inclusive maternity leave policy that provides eligible 
female employees with paid leave to ca re for their newborns.  
All confirmed female employees in their first year of employment are eligible for 4 weeks of paid maternity 
leave.  
Employees will earn  additional 2 week s of paid leave  for each additional year of service beyond the 1st 
year. This wi ll be capped at a maximum of 12 weeks of paid leave.  
Years of Service  Paid Maternity Leave  
From 0 -1 year  4 weeks  
After 1 year  6 Weeks  
After 2 years  8 Weeks  
After 3 years  10 Weeks  
After 4 years  12 Weeks  
 
The maximum cumulative time for paid leave is 3 months for maternity. This benefit can be availed once 
in two years. Hence, if the benefit was availed on June 1 2020, the next time an employee can avail of the 
benefit is June 1 2022 or later.

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In addition to the paid leave, employees can also avail the remote work facility for up to two months 
before or after the delivery due to medical conditions. Remote work requests  will be reviewed and 
approved by the respective DO & HR department.  
Once the paid maternity leave is availed, the employee will start utilizing their Casual Leave & Annual 
leave quota during the 3 months’ time of maternity leave. In case  if Maternity accrued leave balance, 
Casual leave , and Annual leave balance are consume d 100% then the rest of the days will be considered 
unpaid leave during the 3 months’ time of maternity leave.  
Employees will be eligible for certain benefits during maternity leave. This may include accrual bonuses, 
accrued leaves (Annual & Casual), Medic al coverage (IPD & OPD), Pro -rated increments & bonuses, and 
Provident Fund.  
 
Following are the benefits that are not entitled to during maternity leaves LM Lunches, Quarterly Team 
Lunch, Internet Allowance, and other similar benefits that require in -perso n engagements or work 
schedules.  
 
Employees wishing to avail of maternity leave must submit an approved application accompanied by 
necessary documentation, such as medical reports. A 3 -month advance notice is required before the first 
day of leave . 
9.9.7.  Additio nal Guidelines  
We understand the importance of providing extended support to our employees during the maternity 
period. To ensure a progressive work performance and well -being of our expectant and new mothers 
before or after maternity leave, we have define d certain guidelines for employees, line managers, project 
managers , and management to decide  to extend flexibility for female employees under certain 
circumstances.   
 
All those employees having medical conditions or certain other unavoidable circumstances  or 
emergencies can request the extended support during the maternity period by providing a medical 
certificate or complete details of their situation with the HR Department in writing. The HR department, 
in consultation with the employee's LM, PM, ED & DO , will evaluate each request received for extended 
support during the maternity period. The decision will be made based on employee allocation, 
performance feedback , and other circumstances disclosed by the respective employee. The decision to 
provide exte nded support is solely based on company discretion. All information related to an employee's 
pregnancy and choice of maternity support will be treated with the utmost confidentiality.  
 
For additional  details related to extended flexibility please reach out  to HR Department.

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            9.8.8 Paternity Leaves:  
Folio3 recognizes the importance of supporting employees during significant life events, such as the birth 
of a child. This Paternity Leave Policy outlines the provisions for paternity leave to  ensure that male 
employees can balance their work and family responsibilities.  
 
● All regular full -time employees are eligible for paternity leave.  
● To be eligible, employees must have completed a minimum of 6 months of continuous service 
with the company.  
● Eligible employees are entitled to a paternity leave of up to 7 calendar days  (including gazette  
holidays) .  
● The re -entitlement of paternity leaves is after every 2 years from the first leave request date.  
● The paternity leave can commence from the date of  the child’s birth.  
● Paternity leaves can be clubbed with any other leave i.e. casual and annual  with prior approval .  
 
Employees are required to provide 8 weeks' advance notice to their immediate supervisor and the Human 
Resources Department before the in tended start of their paternity leave. Additionally, employees must 
submit appropriate documentation, such as a birth certificate to validate their request for paternity leave.  
 
This Paternity Leave Policy is subject to periodic review and may be amended a t the discretion of the 
company.   
9.8.9 Bereavement Leave   
If a death occurs in the family of a full -time regular employee, the employee will be compensated for time 
lost from his regular work schedule in accordance with the following guidelines. The emplo yee will be 
granted up to three days off from work with pay in the event of the death of a spouse, child, parent, or 
sibling; and up to two days in the event of the death of a grandparent. A request  for bereavement leave 
should be made to your immediate Pr oject manager.   
9.10. Conveyance Policy   
Folio3 van service is provided to female employees.   
Van service is available for female employees with an adjustment of  PKR 10,000  in their salary. Each van 
may also accommodate one male employee, subject to availability.  
9.10.1.  Guidelines   
● Van facility is provided based on employee’s location, availability of seat , and existing route of 
van.   
● To avail van facility, the employee needs to give a one-month notice period before joining the 
van.   
● It requires a minimum 3 employees in van to continue a van service on a certain route - Employees 
shall strictly follow the van pick and drop timings.   
● Total route duration should not be greater than 1.5 hours.   
● Folio3 shall not be liable for theft or loss of any valuable while c ommuting in the company van.

43 
 
9.10.2.  Procedure   
● Employee will open a ticket on Admin helpdesk [adminhelpdesk@Folio3.com] with the following 
details: Name, Employee ID, Designation, Employment Status, Address, Contact No.   
● Admin will intimate the requestor about their request status within 3 working days. - If employee 
wishes to discontinue the van service, she will open the ticket on Admin helpdesk at least 3 working 
days prior to payroll cycle end.   
9.11. Parking Policy   
Folio3 reserves designated car parking areas fo r its employees in Karachi and Lahore. Employees who use 
the car parking facility will have PKR 1,000 deducted from their salary as parking charges.  
9.11.1.  Guidelines   
Parking facility is allocated to employees on the basis of seniority in designation and then te nure in the 
company within the same designation:   
Further details can be shared upon request from Administration department.  
Employees may be asked to vacate their slots based on management discretion and as per their priority 
changes   
● Parking facility is subject to the availability of parking space   
● Parking charges deduction is made irrespective of the days that the parking facility is availed   
● Folio3 shall not be liable for theft, damage or loss of any valuable while utilizing parking facility   
● Allotment of slots and parking stickers will be provided by Admin   
9.11.2.  Procedure   
● Employee gets in touch with the respective Admin representatives in Karachi and Lahore offices, 
updating about the following details: Name, Employee ID, Designation, Employment Status, Car  
Registration Number, Contact No.   
 
wishes to discontinue the parking facility use, he/she will open the ticket on Admin helpdesk at least 
3 working days prio r to payroll cycle end.   
9.12. Subsidy for Home Internet Broadband Connection  
If an employee does not have internet device issued by the company and also does not have sufficient 
internet bandwidth (broadband with at least 2 MB connection) then he/she must upgra de internet 
bandwidth by doing one of the following:  
● Upgrade to any good Optic Fiber based connection (Storm Fiber, Transworld etc.) If Optic Fiber based 
internet connection is not available in the area, then go for any 4G broadband device.  
● Company wou ld reimburse this upgrade/purchase cost up to 3500/ - once during your tenure at Folio3.  
This is a one -time benefit.

44 
 
● Additionally, employees can claim monthly reimbursements for their internet subscription fees. The 
company will reimburse a monthly subscription fee of up to 3500/ -. This benefit will continue until there 
is a change in this policy.  
Coordinate with IT team for VPN access if work requires to access servers hosted in Folio3.  
To facilitate reimbursement, employees should complete the Expense Reimbursement Form, specifying 
"Internet Monthly" for ongoing Internet subscription costs and "Internet Set Up Cost" for initial setup or 
upgrades. This should be done through the expense app, as outlined in Section 7.9. Expense 
Reimbursement Polic y. 
Employees are responsible for submitting their reimbursement claims promptly. Maximum 2 months old 
expense reimbursements (from the date of incur) can be accepted with a valid reasoning.  
At the of employee separation, if the internet connection or devic e is purchased by an employee and 
registered in their name then they are not liable to return the device or amount paid by the company. If 
the internet device was shared with an employee by the company then employee is responsible to return 
the device or p ay applicable dues at the time of full & final settlement.  
9.13.  Paid Training and Certifications  
In addition to the internal training sessions, tech talks, and online courses available on the learning portal, 
we also promote and support employees in getting re commended paid trainings and certification.  
 
This policy outlines the process for you to take pre -approval for paid trainings & certifications and how to 
apply for reimbursements.  
 
All regular employees with minimum 6 month of tenure are eligible to avail this benefit. Employees are 
expected to initiate requests for their required trainings & certifications to their respective ED / EMs or 
DOs whereas applicable by using a Training Request Form. (Click here)  
 
Following are the guidelines to be followed;  
 
● All training/certification requests must be submitted using the Training/Certification Request 
Form. (CLICK HERE FOR THE LINK)  
● The respective ED / EMs or DOs will review the request, considering factors such as business 
impact, training/certification provider reputation, and the learning objectives, to determine 
whether to approve or deny the training.  
● Training & Certification requests can be deferred based on the budget & priority basis.   
● Approved trainings are shared with employees along with a certain time period of complet ion 
to ensure relevance.   
● Employees are expected to pay the related training fees initially and then file for 
reimbursements once the training is successfully completed.   
● Unapproved trainings & certifications will not be considered for reimbursements.  
● All reimbursements may  subject to tax deductions  as per the applicable law .

45 
 
● If an employee leaves the company within six months of fee reimbursement, the full amount 
shall be adjusted from the full & final settlement . 
 
Employees are requested to use expense app to file for such training related expenses. The 
reimbursement will be made in subsequent regular pay cycle  after the approval is received.   
 
9.14. ACCA Annual Subscription Fee Reimbursement  
This policy is introduced as a part of Employee Learning & Development to facilitate employees,  
enhancing their academic profiles and providing an additional benefit contributing to their professional 
growth.  
 
This policy is applicable to Worldwide Folio3 offices provided the followin g eligibility criteria are met.  
 
● Employment status: Permanent/full -time  
● Employment Tenure : After 1 year (from DOJ) of regular employment.  
 
Type of Annual Subscription Fee;  
● Annual subscription fees payable by ACCA affiliates.  
● Annual subscription fees payable by ACCA members.  
 
No other type of subscriptions is allowed for reimbursement. Including student registration, 
reinstatement, lifetime, admission or similar.  
 
Policy Guidelines:  
● All reimbursements may  subject to tax deductions  as per applicable la w. 
● If an employee leaves the company within six months of fee reimbursement, the full subscription 
fee shall be adjusted from the full & final settlement  
● Provided an employee leaves after six months of reimbursement, there would be no deductions 
from full & final settlement.  
● Annual subs cription is applicable for the current year only.  Employees are encourage to 
subscribe & file reimbursement for the respective year within 3 to 6 months. The requests 
submitted at year -end will not be considered for reimburse ment.  
● Past years subscriptions will not be considered for reimbursement.  
 
Employees may submit their respective invoices via the Expense App to get their subscription fees 
reimbursed.  
9.15. Corporate Health Insurance   
The company has taken a health insurance policy from “ Pak-Qatar  Takaful Pakistan”  
All employees, who opt for health insurance, are enrolled in Takaful Pakistan for hospital care, critical 
care , and maternity (e.g., operations and severe illnesses that require hospitalization). Available for 
emplo yees, their spouses , and children under 18 years of age. The policy quota is revised from time to 
time.

46 
 
Following are the Takaful coverage limits for 2024 (subject to change on an annual basis):   
Takaful Benefit  Plan A  Plan B  
Hospital Care  700,000  400,000  
Room and Board  55,000  12,000  
Additional Coverage in case of accidental injury  700,000  400,000  
Normal Delivery  350,000  207,000  
*C-Section / Complicated Delivery  540,000  375,000  
Legal Abortion / D&C / D&E  540,000  375,000  
9.15.1.  Guidelines:   
● Coverage of members is available up to the age of 65 years for Employees and Spouses, 25 years for 
dependent Sons, till marriage for dependent Daughters only.   
● Spouses/female married employees up to 45 years are eligible for maternity benefits .  
● Medical ERs are cov ered under the policy.   
● *Pre-existing conditions  shall be fully covered under the Hospital Care Limit for covered members.   
● Treatment for Hepatitis "B and C" are covered under Hospital Care Limit   
● Congenital Ailments are covered under the Hospital Care Lim it.  
● In case of elective treatment, the beneficent/claimant must inform the Takaful operator before the 
procedure.   
● Reimbursement cases shall be paid as per terms of the policy and reasonable and customary charges 
will be applicable.   
● Any other tax shall b e applicable if implemented by the Provincial/Federal Government.  
● All other terms and conditions will be applicable as per Takaful Pakistan Limited Health policy 
wording.   
● The Covid -19 test (if the result  in Positive) will be covered and after 14 days of quarantine, the second 
Covid -19 test (if the result  is Negative) will also be covered. Multiple positive tests are not covered.   
● 40 Special Investigation tests are covered as per the list provided by Takaful Pakistan.  
● Maternity benefits  for all 3 modes (No rmal, C -Section, Assisted Delivery) are covered as per agreed 
Terms & Conditions.   
9.16. Parents IPD Coverage   
This policy is applicable to full -time and Confirmed employees.  
9.16.1.  Guidelines:   
• One or both parents can be enrolled.   
• To enroll parents, employees and his/her dependents should already be covered in the Takaful 
policy.  
• Folio3 will pay a fixed amount of Rs 20,000/ - per employee as a contribution, while the 
employee will pay the rest of the insurance premium. The company w ill deduct the employee’s 
share of the premium in equal installments for the coverage period. Folio3’s total contribution 
of Rs. 20,000/per employee is the accumulated amount for both parents.

47 
 
• Pre-existing conditions  shall be covered under the Hospital Ca re Limit for covered members up 
to 50% of the limit.   
• Coverage is available up to the age of 85 years of parents.   
• You can choose any of the Takaful plans offered by Folio3’s Takaful Insurance provider.  
• Once a plan is selected, it cannot be changed during  the plan lifecycle  i.e., one year.  
• Medical Emergencies are covered under Hospital Care OP settings.   
• Treatment of Hepatitis "B and C" are covered up to 50% of the Hospital Care Limit.  
• In case of Accidental Injuries, there will be a 50% enhancement in Ho spitalization limit.  
• Covid -19 Hospitalizations Shall be covered under the Hospital Care limit, subject to the available 
Hospital Care Limit.   
 
9.16.2.  Activation of Parents IPD Coverage:  
 
• Parents' IPD coverage becomes active upon the employee’s confirmation.  
• In case of regular new hire (without probation) or at the time of confirmation,  if the employee 
delays their enrollment in Parent IPD then  there will be a waiting perio d of 6 0 days before 
utilization. For example, if an employee is confirmed in January and  opts for IPD in April, the 
deduction will occur in April, but they will be able to use the coverage starting in June . 
 
9.16.3.  Exclusion from Parent IPD Coverage : 
 
• In case of the demise of a parent, please inform HR at hrhelpdesk@folio3.com . 
• If the employee has not utilized any of the coverage, the employee portion of the premium 
deductions will stop from the month the employee will inform the company about their parent’s 
demise . 
• If less than 50% of the premium has been utilized, the employee portion of the premium 
deductions will be revised based on insurance utilization and it will continue to be deducted for 
respective months.  
• If 50% or more of the Premium  has been utilized, the full annual premium will be de ducted.  
 
9.17.  Medical Allowance (OPD) Policy   
This policy is to provide awareness to employees regarding their medical quotas, guidelines, allowable 
expenses , and procedures  for OPD reimbursement.   
This policy covers all permanent employees, their spouses  and children (primary coverage) , and parents 
(secondary coverage), of Folio3 including probationary employees.  It does not include interns, part-timers , 
and contractual employees.

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 Details of entitled quotas are as follows:   
Marital Status  OPD Limits  
Single Employee  Rs. 60,0 00/year  
Married Employee  Rs. 120 ,000/year  
Married Employee with children  Rs. 200,000/year  
Single Parent  Rs. 200,000/year  
9.17.1.  Guidelines   
● The above OPD limits are subject to change on an annual basis.   
● Employees are entitled to OPD allowance on a pro -rata basis from their date of joining.  
● In order to upgrade the OPD limits, employees  can update their personal information on ESS (Pulse) 
with their status & supporting documents.  
● To receive reimbursements of OPD claims, employees must s ubmit/upload on the Expense App 
original doctor’s prescriptions and cash memos of all prescribed medicines in the name of the 
employee, his/her parent(s), spouse , and children.  
● All OPD claims must be submitted within the respective month after the expense was incurred.   
● The OPD amount gets reset every fiscal year (as per dates of pay cycle). Employees can utilize their 
entitled quotas within the current fiscal year.   
● All OPD claims with supporting bills must be submitted on/before the 25th of each month to 
Admin/Payro ll via Expense App.   
● The OPD balance will be adjusted on prorate at the time of full and final settlement of the employee.   
●  Any remaining OPD balance shall not be payable in the final settlement of an Existing  employee.   
● All OPD claims incurred  prior to the effective date of the employee’s inclusion in this policy will not 
be reimbursed.   
● Existing OPD balance can be utilized during the notice period.  
● An employee who is on unpaid leaves will be eligible for OPD on prorate basis.  
● For married empl oyees, a photocopy of the employee’s marriage certificate is required. For married 
employees with children, a photocopy of the child/children’s birth certificate/B -form is required.   
Any changes in marital status must promptly be informed to HR.

49 
 
9.17.2.  Allowable Expenses   
1. Consultation/medical investigation/treatments obtained from doctors’ prescription, recognized by 
Pakistan Medical and Dental Council.   
2. Pathological/laboratory tests and X-ray examinations.   
3. Dental treatments and related procedures.   
4. Hom eopathic treatment provided by registered Homeopaths.   
5. Treatments received from Hakeems and naturopathic doctors.   
6. Medication for skin-related  issues.   
7. Contact lenses, spectacles, hearing aids,  etc.  
9.17.3.  Procedure   
● OPD expenses can be reimbursed on the Folio3 Expense app:   
● https://expense.Folio3.com:3000/login   
● Employee should fill out the Reimbursement form on the app by ‘Add Request’, fill in the mandatory 
basic information and upload the image/s of the original OPD bills, i.e., doctor’s prescriptions and cas h 
memos of all prescribed medicines. The status of the OPD expense request will be updated on the 
app.   
● Admin/Finance intimates  employees through email reminders regarding the date of reimbursement, 
i.e., typically the 25th of every month.   
● After verificat ion, reimbursed OPD amounts are transferred to the employee’s salary accounts.   
9.18. Employee Recognition Programs  
At Folio3, we are dedicated to fostering a culture of excellence, where the outstanding efforts and 
contributions of our employees are celebrated and rewarded through multiple awards/rewards. The 
recognition programs reflect our commitment to acknowledging and rewarding outstanding contributions 
made by our employees.  
9.18.1.  Hotshot Monthly Award  
Our "Hotshot of the Month" program is designed to acknowledg e and appreciate individuals who 
consistently go above and beyond in their roles. Below are the guidelines and procedures for nominating 
and recognizing exceptional employees.  
 
Eligibility:  
● Nominations can be submitted by Leads, Project Managers (PMs), and  employees at higher tiers 
of management.  
● Nominees must be full -time employees with confirmed employment status.  
● Nominees must have worked for the company for a minimum of six months, which includes a 
three -month probationary period.  
 
Employees below the L ead tier, who wish to nominate a fellow employee, team member, subordinate, or 
lead, can share their nominations with their Line Manager (LM) or Project Manager (PM), who will then 
submit the names on their behalf.

50 
 
The selected "Hotshot of the Month" will  receive the following recognition and rewards:  
● Wall of Fame and Social Media Recognition.  
● An honorary award, recognizing their exceptional performance and dedication.  
● Gift vouchers as a token of appreciation.  
9.18.2.  Divisional Quarterly Award  
Folio3's Divisional  Stars Awards program motivates employees, fosters healthy competition, and 
acknowledges exceptional contributions. Each division/practice will have its own Star Performer!  
 
Nominees must be full -time, confirmed employees or have served at least 3 months w ith Folio3.  
 
Nomination Process:  
● Division Owners/Practice Heads can submit nominations.  
● Leads and above may suggest candidates to their Division Owners/Practice Heads.  
● Multiple nominations from each division/practice can be made (but must come with solid reasoning).  
 
The selected "Div Stars" will receive the following recognition and rewards:  
● Along with the award, they will be presented with gift vouchers as a token of appreciatio n. 
9.18.3.  LM Quarterly Award  
 
Folio3 acknowledges the pivotal role that Line Managers play in guiding the career development of our 
employees.  
The Line Manager Quarterly Award is presented each quarter based on:  
• The number of meetings conducted by the Line Manager.  
• Feedback from managees  regarding the Line Manager’s performance and impact.  
Line Managers who consistently demonstrate exceptional performance according to these criteria will 
be recognized and celebrated for their significant contributions. The s elected Line Manager will receive:  
1. An honorary award, acknowledging their exceptional performance and dedication.  
2. Gift vouchers as a token of appreciation.  
We encourage Line Managers to conduct timely meetings and actively participate in providing feedback  
and filling LM Meeting Notes.

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9.19. Provident Fund   
Provident Fund is a long -term savings plan for employees, it is designed in a way to save tax for members. 
Employees and employers make equal contributions . Company contributions  & Profits (up to 150k/year) 
are tax-free. Employees during the notice period are not eligible for the PF contribution & deduction.  
9.19.1.  Employee Contribution   
1. 6% of the basic salary for an employee at a designation of Lead and above role  
2. 4% of the basic salary for an employee at a designation below the Lead role  
3. Additional 1% increase in PF % for a tenure of 7 years . 
Note: Further 1% increase for 10 years or above tenure in Folio3   
9.19.2.  Folio3 Contribution   
Folio3 will give an equal contribution as cont ributed by the employee (4% and 6% where applicable)  
E.g.: Designation: Software Engineer   
● Gross Salary: Rs. 30,000   
● Basic Salary: Rs. 27,000 (as per your pay slip)   
● Employee Contribution (4%): Rs. 1,080   
● Company Contribution (4%): Rs. 1,080   
● Total monthly contribution: Rs. 2,160   
● Total yearly savings: Rs. 25,920 (+ profit) **   
● *Up to 150k/year   
** As per actual calculated   
9.19.3.  Vesting Period   
● Employee leaves within 1 year of joining: The Company's contribution and interest/ profit thereon 
credited to his account shall be forfeited   
● Employee leaves after completing one year in the company and before completing the second year: 
2/3 of the Company's contribution and interest/ profit thereon credited to his account shall be 
forfeited   
● Employee leaves after  completing two years in the company and before completing the third year: 
1/3 of the Company's contribution and interest/profit thereon credited to his account shall be 
forfeited   
9.19.4.  Taxes   
All PF transactions shall be taxed as per the prevailing government law.

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9.20. Intercity Move Policy  
The intercity move is solely the employee's decision and Folio3 is providing support in their decision by 
providing Accommodation & Relocation expense reimbursement as per assigned limits.   
● Interested employees can send their request by filling out the Intercity Move form .  
● The management will evaluate the request. HR will inform t he interested employee once 
management has recommended the case for relocation.  
● Employee will take prior approval via email from respective Division Owner, Project Manager(s) & Line 
manager and share that approval with HR for further processing.  
The first -month accommodation allowance is for employees' temporary stay in a new location so they can 
find a suitable place to stay permanently. Similarly, the relocation allowance covers your one -way travel 
(of your immediate family  - spouse & kids)  and reimbursement for logistics -related expenses.   
Following are some more details related to expense reimbursements against each category;  
9.20.1.  Reimbursements Process  
● An employee can only file for reimbursement within two months of incurred expenses  and reloc ation . 
● A scanned copy of the original receipts is required for reimbursements.  
9.20.2.  First -month Accommodation Allowance  
The 1st month's accommodation expenses (as per limit) can be reimbursed against any hotel/guest house 
stay, furnished apartment, or rented space.   
It may include your hotel/guest house stay per day payments for 1st month or a one -time furnished 
apartment payment or if it is a rented apartment or house then 1st month's rent (as per assigned limit). 
You can also get your 1st month's utility exp enses (electricity, gas, water) and building maintenance 
charges (if any).  
1st month's accommodation allowance does not include expenses related to grocery bills, Internet 
installation, furniture & equipment purchases, agent commission, or any other relate d expenses.  
In case, the employee is staying at a relative's residence, he/she will be eligible to claim half of the one -
time accommodation allowance limit without any details. While submitting the expense, the employee 
will have to mention his/her stay at  the family's in order to unlock this entitlement  
9.20.3.  Relocation Allowance  
For intercity relocation allowance, only employee and their immediate family (spouse & kids) are covered 
for travel & logistic related expenses.   
● An employee can request travel -related expenses for their new location (such as; a fare for (an 
airline, bus, or train ticket) or fuel expense reimbursement if traveling by road in their own car.  
● An employee can request logistics -related expense reimbursement for their extra luggage, 
transporta tion & service charges for moving household items, furniture/ fixtures, and car delivery 
via truck/container.

53 
 
● The relocation allowance does not cover any other expenses (such as parents/siblings or family 
relative travel costs, any new purchases, damage  or loss charges, etc)  
● An employee can avail partial limit if they are planning to travel alone initially and then request 
their immediate family to relocate later.   
Employees are allowed to use their  allocated budget alternatively for relocation & accommo dation 
expenses. For instance, If the  relocation budget  is consumed and they need additional money to manage 
their logistics/travel  expenses then they can avail/consume their remaining limit 
of accommodation  budget.   
Following are certain categories of exp enses, which will limit this flexibility to those categories only.  
● Hotel/guest house stay  
● Furnished apartment, Airbnb, 1st -month rent  
● Utility expenses of 1st month (electricity, gas, water) and building maintenance charges  
● Fare for (an airline, bus, or train ticket) or fuel expense reimbursement if traveling by road in 
their own car  
● Extra luggage, transportation & service charges for moving household items, furniture/ fixtures, 
and car delivery via truck/container.  
9.20.4.  Reimbursement Limits  
No. Category  Expen se Reimbursement Limits  
Single  Married (without kids)  Married (with Kids)  
1 1st Month Accommodation  
(Isl/Lhr/Khi)  Upto 150,000  Upto 200,000  Upto 200,000  
2 Relocation Allowance  
(Khi <> Lhr) or (Khi <> Isb)  Upto 75,000  Upto 150,000  Upto 250,000  
3 Relocation Allowance  
(Isb <> Lhr)  Upto 25,000  Upto 50,000  Upto 80,000  
4 One-Time  Travel To Home 
City 
(Khi <> Lhr) or (Khi <> Isb)  Upto 20,000  Upto 40,000  Upto 60,000  
City 
(Isb <> Lhr)  Not Applicable  Not Applicable  Not Applicable  
In the first year, employees will be given a one -time travel allowance to visit their home city. This will be 
given at the end of their first year of relocation as a reimbursement.  In case if employee does not avail of 
this benefit within 15 month of rel ocation then it will be lapsed.

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If an employee resigns within one year of relocating, they will be required to repay the full relocation and 
accommodation expenses provided by the company. This repayment includes all kind of  reimburse ments 
under this pol icy.  
9.21. Company Vehicle Policy  
The Folio3 car support program is a benefit for all eligible employees. Initially, this policy is applicable for 
engineering tracks and respective employees with a certain number of tenure  and position levels with 
Folio3.  
9.21.1.  Eligibility Criteria:  
● Tenure:  An employee with a minimum tenure of four (4) years with folio3 is eligible.  
● Designation & Functional Role:  Only Lead level or above positions are eligible under this policy  
● Performance:  Employees who have had good performance  feedback in the last 3 review cycles   
are selected under this policy.  
 
Note:   Good performance feedback means that your last three (3) performance reviews did not have any 
significant areas of improvement or that you were not put on a performance improvem ent plan (PiP) and 
your Line Manager has appreciated your performance & value to the organization.  
 
Engineering Tracks: Lead Level employees under the following engineering tracks are considered   
under this policy;  
 
Engineering Tracks  Position Level  
SE Track  Lead Software Engineer & Above  
QA Track  Lead QA Engineer & Above  
FC Track  Lead Functional Consultant & Above  
PM Track  Senior Project Manager & Above  
PD Track  Senior Product Manager & Above  
UI/UX / Design Track  Lead UI/UX Engineer & Above  
IT Track  Lead IT Engineer / System Administrator & Above  
Marketing Track  Sr. Marketing Manager & Above  
 
Note : In case of track change from a Lead Level role to another Lead or non -lead level role the 
employee  will be eligible for car entitlement based on th e aforementioned criteria.   
All eligible employees are further sorted & selected based on their position level, tenure &  performance 
by the management in multiple batches. Batches are announced in each quarter  and all the selected 
employees will be approac hed by the Operations Team for the car entitlement & booking process.

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9.21.2.  Car Categories & Entitlement:  
Eligible employees are entitled to a car based on their position level. Management will decide the tier 
category based on your primary job role / additional job roles.  
 
The company has introduced 3 Tiers for Car Entitlement;  
Tier 1 = Senior Directors & ab ove 
Tier 2 = Directors  
Tier 3 = Lead Level   
 
Each tier is assigned a Car entitlement & budget. Employees have the flexibility to select cars  within or 
above their entitlement from the approved list of car manufacturers with certain  conditions mentioned 
in this policy.  
 
Tiers  Car Entitlement Category  
Tier 1  Toyota Corolla Altis Grande X CVT -i 1.8 Black Interior.  
Tier 2  Honda City 1.5L ASPIRE CVT  
Tier 3  Suzuki Cultus VXL AGS  
 
Approved car manufacturers under this policy are Toyota, Suzuki, Honda, Kia & Hyundai.  
9.21.3.  Terms and Conditions for Car Selection Process;  
1. All eligible & selected employees are required to review and agree to the Car Support Program 
Agreement at the start of the process. The Company shall provide the Employee a car to be used 
by the Emp loyee according to the terms and subject to the conditions set out in the agreement.  
2. All the cars under this program are financed through an Islamic mode of financing/lease for 
employee use. Therefore, car rental will be paid for by the employee & the comp any based on the 
criteria mentioned in this policy and the Car Support Program Agreement.  
3. The Company and Employee agree that the rental period would be four (4) years.  
4. The Company would bear 100% and the Employee would bear 0% of registration.  
5. The Company  would bear a 10% down payment for the entitled tier category car and the 
Employee would bear any amount above the entitled amount for the purposes of the down 
payment/ security deposit and such payment of security deposit by the Employee shall be 
made   within 5 days of the such security deposit is requested by the Company  
6. The Company would bear 50% of the rental for the entitled tier category car and the Employee 
would bear the remaining 50% of the rental or any amount above of monthly car rental (includi ng 
all charges).  
7. All monies payable by the Employee pursuant to this policy and the Car Support Program 
Agreement, except as otherwise required to be paid upfront , shall automatically be deducted by 
the Company from the respective employee’s monthly salary .

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8. At the end of the term of the lease (4 years), the Company shall transfer the car in the name of 
the Employee, at the Employee’s cost.  
9. The Employee shall be responsible for regular maintenance and keeping the car in good condition. 
Any modification in the car, other than repairs in the ordinary course of operation, as determined 
by the Company at its sole and absolute discretion, is strictly prohibited until the car is and 
continues to be owned by the Company.  
10. The Company will not be liable for any dama ge or injury to any property or person caused by the 
Employee while driving (or during the period of allotment of or use of the car) nor any costs and 
consequences arising out of any violation of traffic rules and regulations, etc. and all costs and 
conseq uences in this regard will be borne and handled directly by the Employee concerned. The 
Employee shall ensure that all the conditions of the insurance policy are complied with at all times 
and that no action taken by the Employee renders the insurance poli cy or any clause thereof null 
and void.  
11. The Employee and/or the Employee’s appointed driver should at all times hold a valid driving 
license. In order to ensure the same, all the concerned Employees are requested to submit a copy 
of their and/or the Employee’s appointed driver’s valid driving license to the Admin Department.  
12. The Employee should drive carefully or ensure safety and follow traffic rules so as to avoid any 
accidents/damage to the car.  
13. In case the Employee resigns or is terminated, for wh atever reason, prior to the end of the Term 
of the Lease (4 Years), the employee will not be entitled to get the car transferred in his/her name.  
14. In case of an increase or decrease in the price of the vehicle before delivery, monthly rentals/ 
security depo sit/ other payments would be adjusted and the employee would have to bear 
his/her part as per this Agreement.  
15. Deferred bonus or any other benefit associated with the car policy is taxable as per applicable 
income tax laws prevalent in Pakistan  
16. If an employ ee chooses  a car that is lower than  the applicable tier category then they will be 
compensated for the remaining limit as a deferred bonus.  
17. After completion of every 4-year  tenure under the car scheme program an employee is re -entitled 
to a new car based on the prevailing policy.  
 
The Company reserves the right to make any amendments to the aforementioned terms or /and introduce 
new terms as deemed appropriate from time to time          
9.21.4.  Deferred Bonus:  
The employees who are eligible for the  car support program have an option to Opt -out and instead choose 
the deferred bonus option as per company deferred bonus policy.

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9.21.5.  Promotion During Lease Period:  
All those employees who are promoted during their lease period to a next -tier category car have the 
following options : 
 
● Option A  - They can opt for adjusting their existing monthly lease rentals with a revised limit based 
on their respective tier category car.  
 
● Option B  - They can return the leased car to the company if at least  1/2 years have  passed  from 
the delivery of their previous car and opt for a new car based on their revised Tier category after 
the promotion.  
 
In the case of Option B , the 4 -year lease will start from the day of the new car delivery (after 3 months of 
booking if the car is delayed substantially) and all previous rentals  paid would be adjusted in the rental of 
new cars over a period of 4 years.  
9.21.6.  Withdrawal or Cancellation from Car Selection;  
Employees are not expected to withdraw or cancel their selection of car once o pted under the car support 
program.   
● In case of cancellation or withdrawal, the employee will bear  all cancellation charges and 
expenses occurring during the process.   
● The employee will not be eligible for a deferred bonus in the current batch and will not be entitled 
to opt -in for the car support program or deferred bonus for 1 year  from the date of cancellation 
or withdrawal, further they shall be eligible for any future batches in car support program if they 
fulfill all the eligibility criteria at th e time of any future batch.  
9.21. Day Care Policy/ Guidelines:  
Folio3 Daycare is a valuable benefit offered to eligible employees, providing an attractive daycare facility 
for their children. We are committed to supporting the work -life balance by providin g access to daycare 
services. According to the company's policy, employees have the option to utilize this facility either 
regularly or occasionally.  
Our daycare facility in the Karachi office can accommodate a maximum of seven (7) children up to the age 
of 4 months to 3 years, in a given period. The first preference will be given to female employees with the 
most recent newborns.  
The enrollment for continuous daycare support  will be provided to employees for up to 6 months, and it 
can be renewed based on the policy.  
All other employees can also bring their children for a few hours on an occasional basis between the ages 
of 3 to 5 years but this option could be used for 4 to 6  hours in a day. A prior intimation would be required, 
at least 2 working days i n advance.

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9.21.1 Enrollment Process:  
We have made the daycare enrollment process for our employees as simple as it can be. All employees 
interested in the daycare facility are required to fill out an enrollment form available online. Please find 
the link  below.  
 https://docs.google.com/forms/d/1Kl3nDEJnse0VkQ3ywZl -py1S8bs4fkAjN4GoUPfH_hQ/edit . 
This form will be available throughout the year for all employe es to send the registration requests. Our 
folio3 admin team will review the requests at the start of each quarter and share feedback with employees 
regarding their selection status.  
The following criteria will be considered at the time of selection or wit hdrawal;  
● Selection will be based on a first come first served basis but with certain preferences, such as;  
○ Female employees with the most recent newborns will be considered first.  
○ New registrations will be considered first before accommodating renewal/extension 
requests.  
● Selected employees will get their registration for 6 months only. They will be required to resubmit 
their request if they wish to extend their registration further.  
● At quarterly review, if any employee wishes to withdraw their enrollment or is observed by the 
administration team as unavailable or having less usage of this facility, then newly selected 
employees will get a chance to avail the benefit in their replacement.  
9.21.2  Folio3 Daycare Service:   
● DayCare Staff - Our dayca re staff is qualified and trained in childcare. In case of daycare primary 
staff absence, the admin team will inform the respective parents about the unavailability of 
daycare services.  
 
● Safety & Wellbeing - Our daycare space, fixtures, and accessories are  arranged by ensuring all the 
required safety protocols and emergency procedures.  
 
● Curriculum and Activities - The daycare staff will plan and facilitate age -appropriate activities, 
including arts and crafts, games, and storytime for the children.  
 
● Nursin g Area - The daycare room includes a separate section for feeding/nursing mothers.  
 
● Food Assistance - The daycare staff will assist in mealtime preparations.  The parents provide the 
Food Inventory & schedule to the daycare staff. Proper storage space and m icrowave will be made 
available on a need basis.

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● Convenient Operating Hours - The daycare facility operates during standard business hours (9:30 
am to 7:30 pm). It may change based on company discretion with prior notice.  
 
● Cleanliness - The Daycare attendants or cleaners ensure the maintenance of a clean and organized 
daycare environment, including diaper changing and bathroom assistance.  
 
● Open Communication - Communication is key. The attendant maintains open and effective 
communication with parents  and caregivers regarding the employee's child's progress and daily 
activities, keeping parents in the loop every step of the way.  
 
● Vigilance - The daycare room is equipped with cameras and access to recordings is restricted to 
the administration departmen t only.  
 
9.21.3 Terms & Guidelines:  
● At the time of enrollment confirmation, parents will be requested to provide detailed information 
regarding their child. The company will maintain the privacy and confidentiality of all the personal 
information provided  by employees to avail of this facility.  
● Employees may withdraw their child from the daycare by providing written notice & application 
to the Admin Dept.  
● The daycare facility can be used while working from the office only.  
● In case of illness or emergency,  the Parent shall promptly pick up the child from daycare.  
● The employee as parents shall promptly address any behavioral concerns brought to their 
attention by the daycare staff.  
● The Company is not liable for any injury, illness, or harm that may occur du ring the daycare 
services.  
● The daycare staff will not be responsible for administering any medical requirements of a child. It 
will be the employee’s (Parent) responsibility to provide medical assistance or medication to their 
child.  
Employees may address concerns or complaints about the daycare through the Admin department.  
9.21.4 Folio3 Daycare Incident Escalation:  
At Folio3, we uphold the utmost standards of conduct and ethical behavior in every aspect of our 
operations. If any incident or concern arises  regarding our daycare services, we strongly urge employees 
(parents) to report the incident or contact the Admin department at adminhelpdesk@folio3.com .  
This policy is subject to periodic review and may be amended at the discretion of the company.

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10. ACKNOWLEDGEMENT OF RECEIPT OF COMPANY LAPTOP  
I acknowledge that I have received Folio3's laptop, dated, and understand that violations of the Laptop 
Security Policy contained in the Handbook, and negligence pr oven on my part to take care of the laptop, 
could result in disciplinary action, including the company asking me for laptop’s repair/replacement.  
I understand that the company laptop is provided to me for business operations purposes  only and not 
for individual use. Also, it shall remain as a company property even if I am tasked to take care of it.  
I further understand that in case of the laptop being stolen/robbed, I must immediately inform Folio3’s 
Admin/IT in writing, providing com plete incident details as well as legal proof (FIR) of the equipment being 
stolen.  
I further understand that I am also responsible for all Folio3 information and data stored on the laptop. I 
shall take all necessary data security parameters into account as  suggested by IT.  
I further understand that upon resignation, on my last working day in Folio3 , I shall return the laptop with 
all its accessories to IT, in the same working condition as they were when assigned to me.   
Employee Signature   
 
Date   
Name Print ed 
Witness Signature (HR/Admin/IT)   
 
Please keep a copy of this acknowledgment  for your records.

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11. ACKNOWLEDGEMENT OF EMPLOYEE HANDBOOK  
 
I acknowledge that I have received Folio3's Employee Handbook ("the Handbook"), dated, and understand 
that violations of the policies contained in the Handbook, including  
the anti-harassment  policy could result in disciplinary action, up to and including termination.  
I further understand that the information contained in the Handbook represents guidelines for F olio3 and 
that Folio3 reserves the right to modify the Handbook or amend or terminate any policy, procedure, or 
employee benefit program at any time.  
I further understand that the contents of the Handbook do not form a written employment contract. 
Either F olio3 or I have the right to terminate my employment at any time.  
I further understand that no manager, supervisor , or representative of Folio3, other than the Chief 
Executive Officer (CEO), has any authority to enter into any agreement guaranteeing employ ment for any 
specific period of time. I also understand that any such agreement, if made, will not be enforceable unless 
it is in writing and signed by both parties.  
I further understand that if I have any questions about the interpretation or application of any policies 
contained in the Handbook, I should direct these questions to Human Resources in the Pakistan office.  
Employee Signature  
 
Date  
Name Printed  
 
Witness Signature (HR/Admin/IT)  