1. Purpose

This policy establishes the Company's guidelines regarding employee probation, initial performance review, performance standards, professional conduct, disciplinary action, termination, notice period, salary, incentives, and Full & Final Settlement.

The objective is to maintain a professional, productive, respectful, and performance-oriented workplace.

2. Initial 45-Day Performance Review Period

2.1 Purpose

The first 45 days from the employee's date of joining will be treated as an Initial Performance Review Period.

This period is intended to allow VisualCode.tech to assess whether the employee is suitable for the position and capable of meeting the Company's expectations.

2.2 Performance Assessment

During the first 45 days, the Company may assess:

• Quality of work
• Productivity
• Communication skills
• Professional behaviour
• Attendance and availability
• Ability to follow instructions
• Team collaboration
• Client handling
• Lead generation and follow-ups, where applicable
• Target achievement
• Reporting and CRM discipline
• Overall suitability for the position

2.3 No Guaranteed Completion of 45 Days

The 45-day period is an assessment period and does not create a guarantee of employment for the entire 45 days.

Where performance, conduct, or suitability is unsatisfactory, the Company may discontinue employment earlier in accordance with the employee's Offer Letter/Employment Agreement and applicable law.

3. Performance-Based Discontinuation

If an employee fails to meet reasonable performance expectations during the initial 45-day review period, the Company may take appropriate action.

Depending on the circumstances, the Company may:

1. Provide verbal feedback;
2. Issue a written warning;
3. Set specific improvement targets;
4. Provide an opportunity to improve;
5. Place the employee under a Performance Improvement Plan; or
6. Discontinue employment in accordance with the employment terms and applicable law.

The Company is not required to follow every step above in every situation.

4. Professional Behaviour During Review Period

Performance assessment will not be limited to sales or work output.

The Company may also consider the employee's professional conduct, including:

• Respectful communication;
• Behaviour with management and colleagues;
• Client communication;
• Responsiveness;
• Willingness to cooperate;
• Compliance with reasonable instructions;
• Professional attitude; and
• Ability to work effectively with the team.

Repeated or serious inappropriate behaviour may result in disciplinary action or termination, subject to applicable law.

5. Salary During the Review Period

The employee's salary will be determined by the signed Offer Letter/Employment Agreement.

Salary that has been earned for work actually performed will be calculated and paid in accordance with the agreed employment terms and applicable law.

The Company will not impose an arbitrary reduction of earned wages merely because an employee is terminated for poor performance.

6. No Automatic 50% Deduction From Earned Salary

VisualCode.tech will not automatically deduct 50% of earned salary as a penalty for poor performance or termination.

If the Company intends to have a different compensation structure during an initial training/probation period, that structure must be clearly communicated and agreed in writing before the employee joins.

Any deduction from wages must be legally permissible and properly documented.

7. Notice Period During Initial Period

The applicable notice period will be determined by the employee's signed Offer Letter/Employment Agreement and applicable law.

Where the Offer Letter specifies a 15-day notice period during probation, either party may provide the required notice or salary in lieu of notice, subject to applicable law.

8. Probation Period

Following the initial performance review, the employee will remain subject to the Company's stated probation period.

Unless otherwise specified in the Offer Letter, the standard probation period will be 2 months from the date of joining.

During probation, the Company will continue to evaluate:

• Performance;
• Conduct;
• Attendance;
• Communication;
• Target achievement; and
• Overall suitability.

The Company may confirm, extend probation where permitted, or discontinue employment in accordance with the employment terms and applicable law.

9. Termination During Probation

During probation, the Company may discontinue employment where the employee's performance, conduct, communication, attendance, or overall suitability does not meet reasonable expectations.

Termination will be carried out according to:

• The signed Offer Letter/Employment Agreement;
• Applicable Company policies;
• Applicable notice provisions; and
• Applicable law.

For serious misconduct, the Company may take appropriate disciplinary action, including termination where legally permissible.

10. Serious Misconduct

Serious misconduct may include:

• Abusive or threatening behaviour;
• Serious disrespectful communication;
• Harassment;
• Fraud or dishonesty;
• Theft or misuse of Company property;
• Serious insubordination;
• Deliberate breach of confidentiality;
• Misuse of client information;
• Serious conflict of interest;
• Deliberate falsification of Company records; or
• Other serious violations of Company policy or applicable law.

The Company may take appropriate action depending on the seriousness of the matter and applicable legal requirements.

11. Salary & Full and Final Settlement

Upon separation, the Company will calculate the employee's applicable final dues.

Depending on the circumstances, this may include:

• Salary payable up to the applicable last working day;
• Notice pay or notice recovery, where applicable;
• Eligible incentives;
• Approved reimbursements;
• Eligible leave-related dues;
• Statutory dues; and
• Other legally or contractually payable amounts.

Lawful deductions or recoveries may be made where applicable.

The Company will process payable wages and other dues within the timelines required by applicable law.

12. Incentives

Performance-based incentives are separate from fixed salary unless expressly stated otherwise in the employee's Offer Letter.

Incentives may depend upon:

• Genuine lead generation;
• Qualified opportunities;
• Client conversion;
• Revenue generated;
• Client payment, where applicable under the incentive plan;
• Proper CRM updates; and
• Compliance with the Company's incentive policy.

Incentives that have become earned and payable will be handled according to the applicable incentive policy and law.

13. Company Property & Data

Upon resignation or termination, the employee must return all Company property and information, including:

• Laptop/computer;
• Mobile/device provided by the Company;
• Documents;
• Client information;
• Company files;
• Credentials;
• Account access; and
• Other Company-owned assets.

The employee must not retain, copy, transfer, disclose, or misuse Company or client information after separation.

14. Handover

Before separation, the employee may be required to complete a proper handover of:

• Leads;
• Client communication;
• Sales pipeline;
• Proposals;
• CRM records;
• Pending work;
• Documents; and
• Company assets.

15. Confidentiality

Employees must maintain confidentiality regarding VisualCode.tech's business, client, technical, financial, and operational information during and after employment, subject to applicable law.

16. Employee Explanation & Grievance

Where appropriate, the employee may be given an opportunity to explain performance or conduct concerns before disciplinary action is taken.

Employees may submit employment-related concerns or grievances to management.

17. Policy Changes

VisualCode.tech reserves the right to update or modify this policy based on business requirements or changes in applicable law.

Employees will be informed of material changes where appropriate.

18. Compliance With Law

This policy must be read together with the employee's Offer Letter/ Employment Agreement and applicable Indian employment laws.

If any provision of this policy conflicts with a mandatory requirement of applicable law, the applicable law will prevail.

Nothing in this policy is intended to waive or reduce any statutory right of an employee.