Centric India Separations Policy

Separations is when a Centric full-time employee separates from the organization either voluntarily or
involuntarily. The process involves a series of activities starting from when the resignation/termination of
employment is initiated to ensuring the necessary clearances are done, the Full & Final settlement calculated, and
the relevant letters are issued out to the employee. The objective of the policy is to ensure that the separations
process is effectively and efficiently managed.

Resignation:
When an employee decides to leave for any reason, the employee should ordinarily have had a discussion his/her
supervisor and HR to discuss the resignation before final action is taken. If after full consideration, the employee
decides to resign, he/ she needs to write an email to the immediate supervisor and copying the HR on
Indiahr@centricconsulting.com informing of the decision to resign. Resignation acceptance and LWD
communication email will be shared by the Human Resources in line with applicable Notice period within 7 days of
receipt of resignation.

Notice period:
1. Employees are expected to serve applicable notice period as per currently applicable terms of
employment. The company reserves the right to foreclose the notice period and/or waive the employee’s
obligation to serve notice, at its sole discretion with a written communication to the employee. Any
waiver off of the Notice period must be approved by the India Leadership and needs to be informed to the
HR by the Manager.
2. An employee shall not be deemed to have been relieved of his / her services except upon issue of a letter
or communication by the Company to that effect.
3. As per the organization’s requirement, the employee is expected to serve the entire notice period. Any
remainder notice period not served will be subjected to appropriate action including recovery of
remainder notice period pay from the employee's salary or initiation of disciplinary action for
unauthorized absence from duty.
4. As per Leave Policy, Leaves cannot be adjusted against the notice period. Any deviation to this has to be
approved by the BU Leadership and HR.
5. Employee is not eligible to avail leaves during notice period. In case leave has to be availed, notice period
will be extended by the same number of days.

Termination of Employment
Any employee whose conduct, actions or performance violates or conflicts with the Company’s policies may be
terminated immediately and without warning.
(i) Breach of any of the terms of the letter of employment/agreement;
(ii) Breach of trust or dishonesty, including failure to provide accurate and complete information whenever
such information is required by an authorized person
(iii) Breach of any clauses of the Company's regulations/policies
(iv) Falsification or alteration of Company records, including time cards and employment applications.
Falsification is defined as the disclosure of false information regardless of whether the disclosure was
willful, intentional or accidental/unintentional
(iii) Unauthorized absence beyond a period of seven consecutive days;
(iv) Inability to perform your duties beyond a period of thirty (30) days, whether on medical grounds or on any
other grounds;
(v) Physical or mental incapacitation to perform your duties;
 (vi) Any misrepresentation by you to the Company, whether made orally or in writing and whether expressly
or by conduct, and whether at the time of appointment or prior or subsequent thereto;
(vii) Commission of any act detrimental to the interests of the Company;
(viii) Commission of any act of moral turpitude such as an act of fraud, sexual harassment or other crime
involving dishonesty (ix) Misconduct;
(x) Commission of an act of insolvency;
(xi) Indictment, arrest or conviction of the Employee in a court of law for, or the entering by the Employee of a
plea of guilty or no contest to, indulging in any crime; or
(xii) Your performance rating is continuously measured as below expectation in two consecutive Annual
Performance evaluation cycles.

This list is intended to be representative of the types of activities that may result in disciplinary action and is not
exhaustive.

Separations Checklist prior to the Last working Day:

▪ Open Air Time Entry: All hours need to be entered into the Open Air. Any missing hours would be
considered as Leave without Pay and will be recovered from the Full & Final Settlement.
▪ Leaves: Ensure all leaves taken and/or requested are updated in the ADP Leave Management System as
per the Leave policy
▪ Expense Claims: Submit all expense claims in OpenAir.
▪ Flexible Pay Bill Submission: Submit the relevant bills to Payroll to claim the tax benefit for the flexible
bucket of the compensation. In event of non-submission of bills, the amount will be paid out post
deduction of applicable taxes.
▪ Income Tax Proof Submission: Submit the soft copies of Investment proofs on the ADP and the hard
copies to the Payroll Team.
▪ Return of Assets: Return company assets issued to you to the manager on or before your Last Day of
Employment. The assets must be in good condition and any damage outside of the normal wear & tear
will be recovered from the Full & Final Settlement.
▪ ID Badge: Return your badge to your manager on your Last Day of Employment.
▪ Desk/Locker Keys: Return your desk keys to the manager on or before your Last Day of Employment.
▪ Employee Exit Clearance Form: Obtain the sign off from concerned authorities (TL, Admin, HR, Payroll)
and submit the same to the HR team.

Performance Review & Bonus Applicability:

Employees falling in the review cycle and serving Notice period will be eligible for review and Bonus pay- out/ Pay
revisions if they are on the rolls of the company as on the date of such pay-out/pay-revision.

Exit Interview:
HR is responsible for scheduling an exit interview with full-time or part-time regular employees leaving Centric.
Generally, this interview will take place on/few days prior to the employee's last day of employment. An Exit Survey
will be shared by HR after the Full & Final Settlement closures.

Full & Final Settlement:

The Turnaround Time for Full and Final Settlement and issuance of all off-boarding documents is 45 business days
from the Last Working Day/ Date of receiving the assets and receiving clearances from HR. Once the resignation is
submitted, your last month salary* will be withheld. This will be taken into consideration while computing the Full
and Final Settlement.

NOTE: Appropriate disciplinary process will be initiated in case the laptop; ID card or physical assets are not
returned before the last working day/day of receipt of all assets, whichever is earlier.
IMPORTANT: We would be processing your Full & Final Settlement through NEFT (National Electronics Funds
Transfer).

Points to Note:
1. The NEFT will be done only to the salary account (Primary account) as updated in Centric records
2. In accordance with the Leave Policy, if employee has availed any excess leaves than due as per Leave
Policy, the same will be recovered in the full and final settlement.
3. Leave encashment, if any, will be processed with the Full &Final settlement and will be computed @last
drawn basic pay.
4. All Off- Boarding documents (Full &Final Statement, Pay-slips, Tax Sheets, Relieving Letter) will be shared
with the employee on the email ID, as per the HR Records by the Human Resources
5. Human Resources (Indiahr@centricconsulting.com) will be the point of contact for all communication for
all attrited employees
6. Kindly ensure to keep the salary account active till the Full & Final Settlement amount is credited.
7. Account details sent by mail or any change of Bank account request post Last Working Day will not be
taken into consideration due to security reasons.

Please do update your personal Email ID for the necessary communication of relevant documents.
*Last Month Salary will be defined based on the cut-off date of 20th. E.g. If an employee’s LWD is before the 20th,
the pay for the previous month and month of relieving will on hold and if the LWD is 20th or later, the pay for the
month of relieving will be on hold. Any pay on hold will be processed with the F&F.

Form 16:
Form 16 will be shared by the Human Resources on the personal email address as per HR Records.

Document Control
Version Author Date Comments
1.0 Sherry Singh 21 Nov’16
1.1 Sherry Singh 15 Nov’17
1.2 Sherry Singh 12 May’19 Included Exit Form
1.3 Sherry Singh 18 July’2019 Included changes on Leave &Investment proof
submission, Payroll team responsibilities
1.4 Sherry Singh 14 June’21 Modified to include:
▪ Human Resources as PoC for all Off-
boarding
▪ Performance Review/ Bonus Eligibility

*The HR is entitled to make amendments to the Policy from time to time, to incorporate requisite changes, provide
more clarity on Guidelines, and to make this policy more effective and efficient.