RAMESH FLOWERS PRIVATE LIMITED

POLICY STATEMENT – WORK FROM HOME,

WFH

Date: 28th August, 2020.

1.0 Purpose

The purpose of this policy is to outline the policy guidelines and eligibility requirements
regarding the WFH process.

2.0 Scope

This policy applies to eligible employees of RFL. This policy covers the office and factories
in Tuticorin/Banglore /Delhi/Hassan.

3.0 Policy Statement

Ramesh Flowers private Limited is a Manufacturing company and WFH is restricted due to
its nature of business. However WFH can be permitted in extraordinary circumstances
especially on Emergency situations identified and approved by the management.

3.1 Policy Adherence and Expectations

3.1.1 Employees approved for WFH are expected to maintain normal productivity and
performance. They must not carry out work for anyone other than RFL nor, undertake non-
work related activities during their working hours.

3.1.2 Permission to WFH is not an opportunity to perform household duties, care for children
or attending to other dependents, or attend to other personal business or other medical
requirements.

3.1.3 Employees should liaise with their HOD about their patterns of work and days in the
office and will be responsible for keeping their HOD and team informed about the status of
their work. Employees must work with their HOD to accommodate themselves for on-site
meetings or trainings as required by their role.

3.1.4 Employees are to be online and accessible for 8 hours, on working days. They are
expected to check-in with their managers as agreed.

3.1.5 Any correspondence from a co-worker or client must be answered as quickly as

possible.
3.1.6 Gala group - RFL’s Code of Conduct and all other respective employment policies and
practices apply to employees while working from home, irrespective of work location or
schedule arrangement. Employees must accurately report all time worked no matter the work
location.

3.1.7 If any employee is found to misuse the WFH facility, then it will be treated as a
misconduct and punishable as per the standing order requirements.

3.2 Eligibility

3.2.1 There are two types of WFH system in RFL.

(i) The HR department identifies certain employees based on some extraordinary

emergency requirements and asking them to WFH with Management’s
approval. The HOD requesting certain employees to WFH for some reasons.
These are management driven.

(ii) Employees who wish to WFH which is employee driven

3.2.2 WFH will not be granted because of illness or other personal reasons. If an employee
is ill then the days he/she cannot attend office will be treated as Sick leave as per the
company Leave policy.

3.2.3 In case an employee is asked to WFH or he/she wishes to WFH must ensure the
following:

3.2.3(a) Role Eligibility

(i) An employee may be eligible to work remotely if their duties can fulfil the
requirements specified for their position with basic equipment. Hence the
employee must ensure if the nature of his/her job permit them to work on a remote
or mobile basis and they should discuss role eligibility with their HOD prior to
seeking approval.

(ii) Certain roles due to the nature of the job are not possible to perform from a remote
facility. Such examples include, but are not limited to:

o Any roles which require a physical presence onsite (e.g. manufacturing, maintenance,
Exports roles etc.,)

o Any roles which have a technology constraint (e.g. Providing right equipment like
design equipment etc.,)

o Any roles which have a security constraint that cannot be maintained from a non-RFL
facility (e.g. R & D work, etc.)
3.2.3(b) Approval

(i) Employees must ensure their HOD agrees and approves their work from Home
request at all times; WFH will be subject to the continuing approval of the HOD.
RFL reserves the right to withdraw WFH approval at any time.

(ii) Before submitting request, employees should ensure that they have discussed
with and received HODs approval, and that they meet all eligibility criteria. The
requests with their HODs approval need to be communicated to HR department.
If an employee returns to work, they must inform HR department without fail.

3.2.3(c) Suitable Remote Work Area

(i) It is the employee’s responsibility to ensure that they have a suitable work area
available during WFH which do not affect their performance. When WFH, It is
the employees responsibility to ensure a safe and healthy work environment.

3.2.3(d) No Additional Expenses

(i) No additional expenses are allowed during WFH period. Employees cannot
submit meal /fuel charges. If they are eligible for fuel allowance, the amount for
the days WFH will be deducted from the total eligible amount.

3.2.3(e) IT Systems and Technology

(i) Employees must ensure they have the proper IT systems and technology to
perform their job duties from a remote location. If approved to WFH equipment
such as lap tops, monitor, keyboard, mouse,, etc. can be requested to IT
department following the existing process/procedures. IT department will provide
the equipment’s based on the priority and availability.

3.3. Security

3.3.1 Employees working remotely will be dealing with RFL and customer confidential and
personal data, so reasonable steps must be taken to ensure that such data is treated with
adequate regard to data protection, confidentiality and security measures. Employees must
ensure that they continue to observe RFL policies in this area and that they take the following
measures in their daily work arrangements:

(i) Ensure that all access to RFL server is provided through a secure ID. RFL IT team
has put in place an infrastructure to facilitate working remotely and can be
contacted if there are any specific issues related to access or IT security.

(ii) Only with the HODs approval confidential and business documents and other
confidential papers must be taken home. They should be brought back to office
when returning to work and informed to HODs
 (iii) No third parties must present in your remote office, including family members,
should be permitted access to RFLs computer or any RFL or customer documents
and employees must ensure they are not permitted to access any other RFL or
customer information.

3.4 The Home Working Office

3.4.1 RFL and the employee working remotely have joint responsibility under relevant
statutory legislations to ensure that the area in which a team member works, e.g. the
team member’s home, and any equipment used, meets prescribed health and safety
requirements.

3.4.2 While remote-working, team members shall be subject to the same accident, sickness
and absence reporting requirements as they would be if they were working at a RFL facility.
Employment-related accidents or injuries must be reported immediately to the HR
department and HOD

3.5 Insurance

3.5.1 RFL provided equipment will be covered by RFL’s policy of insurance, subject to the
terms of that policy.

3.5.2 Any loss/damage to the equipment will be the responsibility of the employee

3.6 Roles and Responsibilities

3.6.1 All employees b are responsible for understanding and adhering to this policy. HODs
are responsible for enforcing this policy within their departments.

4.0 Compensation.

4.1 If the WFH is driven by the management then the employee is eligible for 80% as per
the prevailing rules of the company.
4.2 If the WFH is driven by the employee then, they are eligible for 60% of their salary
4.3 The management at their discretion reserves the right to grant WFH with full salary to
any employees.

5.0 This WFH policy can be withdrawn at any time without prior notification.

PS Suresh
Chief Executive Officer

Date of issue: 29th August, 2020.

RFMR / WFH PLI 01 / Rev: 00.