Date: 01-Nov-2021

To
Ms.LAKSHMI PRIYA G,
4A,
VAZHAIYANANDHA SWAMY KOVIL STREET,
THOOTHUKUDI-628001,TAMIL NADU.

Dear Ms.LAKSHMI PRIYA G,

Based on your application and the subsequent discussions you had with us we are pleased to have you associated with
us as a PROJECT TRAINEE for a period of 6 months from the date of commencement in our organization. During this
association you will be paid Rs.15000/- (RUPEES FIFTEEN THOUSAND ONLY) per month as a consolidated amount.
The internship will be for a period up to 6 months from the date of commencement. Based on your performance
during this period and your interest in continuing the internship, your manager may extend the internship period
beyond the initial 6 months. On successful completion of your curriculum project, you may be observed as an
employee of Zoho as MEMBER TECHNICAL STAFF - QA. Salary will be decided at that time based on your performance.

This offer is subject to the following terms and conditions.

1. During the period of your association with Zoho, you shall keep strictly confidential any and all information
that may come to your knowledge. You may share any such information with others, only on a ‘need to
know’ basis.

2. You shall sign a Confidentiality Agreement with Zoho to protect the interests of the Company by
maintaining confidentiality of all information, which may be accessible to you in the course of your
association.

3. Zoho owns all right and interest to any intellectual property developed by you during the course of your
association with the company.

4. Zoho reserves all rights to terminate you at any time during your association period, for any reason
whatsoever, including without limitation, misuse of Zoho intellectual property, improper and unauthorized
usage of internet Services, adverse finding in background verification report, misconduct and the like.

5. Zoho is under no obligation to recruit you on its roll of employees at the end of your project work.
However if your project work and conduct are found to be completely satisfactory, you may be considered
for employment, in accordance with Zoho’s then current policy.

1 of ​2
VALIDITY
This Project Trainee Offer is enclosed with some of our important policies. You are requested to download, read,
understand and sign the documents on or before 08-Nov-2021. Your signature indicates your acceptance of the terms
and conditions of this offer.

Upon submitting your acceptance, you will be asked to provide a tentative date of joining in the personal details form.
However, closer to the actual date of joining you will receive a confirmation email from us.

The matters related to your compensation are strictly confidential between you and the company and should be
treated as such.

I am sure you will find this offer very exciting and I, on behalf of Zoho, assure you of a very rewarding career in our
organization.

With Best Wishes,

Yours Sincerely,
For ZOHO CORPORATION PRIVATE LIMITED

Mohammed Sohail
Manager - HR

I hereby confirm that I have read, understood and accepted the offer, agreement and the company policies.
Signature: {{Signature:Recipient1* }} Date of Offer acceptance: {{Signdate:Recipient1}}
01 Nov 2021
Name : LAKSHMI PRIYA G Place : {{Textfield:Recipient1:Place
Thoothukudi *}}

​2 of ​2
 AGREEMENT REGARDING CONFIDENTIAL
INFORMATION AND PROPRIETARY DEVELOPMENTS

I, LAKSHMI PRIYA G, am in employment of ZOHO CORPORATION PRIVATE LIMITED,

CHENNAI. This agreement concerns trade secrets, confidential business information, technical
information and know-how not generally known to the public, acquired or produced by me in
connection with my employment by ZOHO CORPORATION PRIVATE LIMITED, including without
limitation information on staffing, finance, information of the employee performance, compensation of
others, research and development, manufacturing and marketing and any information that ZOHO
receives from others under an obligation of confidentiality. I hereby agree:

to use such information only in the performance of ZOHO duties

to hold such information in confidence and trust; and

to use all reasonable precautions to assure that such information is not disclosed to unauthorized
persons or used in any unauthorized manner, both during and after my employment in ZOHO.

This agreement also concerns inventions discoveries (whether or not capable of patent), works of
authorship, improvement to or concerned with any article or process which at the time of such devising
or discovery is being used, manufactured or sold by ZOHO or any of its related companies, software and
computer programs which are existing and or are developed for the use or business of ZOHO, that are
conceived, designed or developed by me or in combination with others while I am, employed by ZOHO
and that relate to the research and development or business of ZOHO or result from work performed by
me for ZOHO. Such work will be deemed as “Proprietary developments” and will become sole property
of ZOHO. I hereby agree:

to communicate and disclose immediately and confidentiality to the management of ZOHO, full
details of any such inventions, design improvement or known-how relating to ZOHO and to no
other person, firm or organization

to execute at ZOHO’s cost, all documents and do all such acts and things that ZOHO may deem
necessary obtain or join with ZOHO to obtain letters, patents or similar protection in respect of any
such inventions, design or improvement thereto in any part of the world and to vest the same with
ZOHO for ZOHO’s exclusive benefit together with all rights which may belong or accrue thereto.

I agree to honor any similar agreement or restrictions on/of confidential information known to me and
received from any former employers of mine or parties prior to my employment by ZOHO and I agree
not to bring on to the premises of ZOHO any information in whatsoever physical forms without prior
written consent of such former employers or parties

The product of my work performed by me during and within the scope of my employment at ZOHO,
including without limitations, drawings, computer programs, devices, models etc. will be property of
ZOHO; and ZOHO will have the right to use, sell, license, publish or otherwise disseminate or transfer
rights in such work products. I will not remove at any point of time ZOHO property from ZOHO’s
premises without ZOHO’s Permission.
 I agree not to disrupt, damage or interface with the operation or business of ZOHO by soliciting or
recruiting its employees for myself or others during my employment with ZOHO.

Consequent to termination of my employment with ZOHO, I will return all ZOHO’s Property to ZOHO
unless ZOHO’s written permission to keep it is obtained. The property includes all plans, documents,
specimens, articles, items, drawings, process flowcharts, formulae, software, source code etc.,
(collectively known as ‘Work Product’) that in any way relate to or owned by ZOHO and are in my
possession or control. I undertake that i) Work Product will be neither be copied from any third party
source without due verification of license terms nor knowingly infringe any third party’s intellectual
property rights, ii) Work Product will not contain any offensiveor abusive content and iii) I will not
retain with me any copies or replicas of such documents or articles.

This is agreement will be construed and enforced under the laws of Government of India. Its provisions will
be separately construed. If any of the provisions are held to be unenforceable, the remaining provisions
will not be affected.

Signature: {{Signature:Recipient1* }}

Name : LAKSHMI PRIYA G

 IT ACCEPTABLE USE POLICY

1. OVERVIEW
Zoho Corporation IT Service's Acceptable Use Policy aims at protecting Zoho Corporation employees,
partners, and the company from illegal actions of individuals. The Acceptable Use Policy is intended to
provide a framework governing the use of all IT resources provided by the company.

Internet/Intranet/Extranet-related systems, including but not limited to computer equipment, software,

operating systems, storage media, network accounts providing electronic mail, WWW browsing, and FTP,
are the property of Zoho Corporation. These systems are used for business purposes in serving the
interests of the company, and of clients and customers in course of normal operations.

Effective security is a team effort involving the participation and support of every employee and affiliate
of Zoho Corporation who deals with information and/or information systems. It is the responsibility of
the employees and affiliates to read and understand these guidelines, and conduct their activities
accordingly.

2. PURPOSE
This policy outlines the acceptable use of computers, mobile phones, software, and network systems
provided by Zoho Corporation to its employees, contractors, consultants, temporary workers, and other
workers employed. These rules are in place to protect employees and the company from risks including
virus attacks, compromise of network systems and services, and legal issues due to inappropriate use.

3. SCOPE
This policy applies to the use of information, electronic and computing devices, and network resources
to conduct Zoho Corporation's business or to interact with internal networks and business systems that
are owned or leased by Zoho Corporation. All employees, contractors, consultants, temporary workers,
and other workers employed with Zoho Corporation and its subsidiaries are responsible for appropriate
use of information, electronic devices, and network resources according to Zoho Corporation's policy
and standards, and local laws and regulations. Zoho Corporation denotes all the entities of Zoho.
4. POLICY

A. GENERAL USE AND OWNERSHIP

i. Zoho Corporation's proprietary information stored on electronic and computing devices,

whether owned or leased by Zoho Corporation or the employee is the sole property of Zoho
Corporation. You must ensure through legal or technical means that proprietary information is
protected.
ii. It is your responsibility to report the theft, loss or unauthorized disclosure of Zoho Corporation's
proprietary information promptly.
iii. You may access, use, or share Zoho Corporation's proprietary information within the authorized
extent only if it is necessary to fulfill your assigned job duties.
iv. Employees must exercise good judgment regarding the reasonableness of personal use.
Individual departments are responsible for creating guidelines concerning personal use of
Internet/Intranet/Extranet systems. In the absence of such policies, employees should be guided
by organization-wide policies on personal use, and if there is any uncertainty, employees should
consult their supervisor or manager.
v. Authorized individuals within Zoho Corporation have the authority to view and monitor
equipment, systems, and network traffic for security and network maintenance.
vi. Zoho Corporation reserves the right to audit networks and systems periodically to ensure
compliance with this policy.

B. SECURITY AND PROPRIETARY INFORMATION

i. All mobile and computing devices that connect to Zoho Corporation's internal network must
comply with the Access Control Policy.
ii. System level and user level passwords must comply with the Password Policy. Providing access to
another individual, either deliberately or through failure to secure its access, is prohibited.
iii. Allowing other users to use your Zoho account, laptops and other gadgets provided by Zoho
Corporation is prohibited. This includes friends, family, and members of the household when
employees work from home.
iv. All computing devices must be secured with a password-protected screensaver that must be
activated within 10 minutes of inactivity or less. Users must lock the screen or log off when the
device is unattended.
v. Employees posting to newsgroups and forums using the official Zoho email address must post a
disclaimer stating that the opinions expressed are strictly their own and not necessarily those of
the company, unless they represent the company's views for business purposes.
 vi. Employees must be wary while opening email attachments received from unknown senders as it
may contain malware.
vii. Employees are not allowed to use unsecured or open wifi for official purposes. Employees are
also advised to secure their wifi router connections with enabling WPA2 + AES security.
viii. Employees are advised not to skip security updates in their official devices and ensure that VPN
and other software are fully patched.
ix. Employees should ensure that their laptops and gadgets are virus-scanned periodically.
x. Employees are not advised to install pirated / third party software in official devices provided by
Zoho Corporation. To install software on company-provided devices, employees are requested to
contact the Zoho Corporation IT services team.
xi. Employees are prohibited from providing information/PII of employees working in Zoho
Corporation to parties outside the company, knowingly or unknowingly.

5. UNACCEPTABLE USE
The following activities are, in general, prohibited. Employees may be exempted from these restrictions
during their legitimate job responsibilities (e.g., systems administration staff may have a need to disable
the network access of a host if that host is disrupting production services).

Under no circumstances is an employee of Zoho Corporation authorized to engage in any activity that is
illegal under local, state, federal or international law while utilizing resources owned by Zoho
Corporation.

The lists below are by no means exhaustive, but attempt to provide a framework for activities which fall
into the category of unacceptable use.

6. SYSTEM AND NETWORK ACTIVITIES

The following activities are strictly prohibited, with no exceptions:

i. Violations of the rights of any person or company protected by copyright, trade secret, patent or
other intellectual property, or similar laws or regulations, including, but not limited to, the
installation or distribution of "pirated" or other software products that are not appropriately
licensed for use by Zoho Corporation.
ii. Unauthorized copying of copyrighted material including, but not limited to, digitization and
distribution of photographs from magazines, books or other copyrighted sources, copyrighted
music, and the installation of any copyrighted software for which Zoho Corporation or the end
user does not have an active license is strictly prohibited.

iii. Accessing data, a server or an account for any purpose other than conducting Zoho
 Corporation's business, even if you have authorized access, is prohibited.
iv. Exporting software, technical information, encryption software or technology, in violation of
international or regional export control laws, is illegal. Employees must consult the management
before exporting any material that is in question.

v. Introduction of malicious programs into the network or server (e.g., viruses, worms, Trojan
horses, e-mail bombs, etc.).
vi. Revealing your account password to others or allowing use of your account by others. This
includes friends, family, and members of the household when employees work from home.
vii. Using computing assets owned by Zoho Corporation to actively engage in procuring or
transmitting material that is in violation of sexual harassment or hostile workplace laws in the
user's local jurisdiction.

viii. Making fraudulent offers of products, items, or services owned by Zoho Corporation.

ix. Making statements about warranty, expressly or implied, unless it is a part of normal job duties.
x. Effecting security breaches including, but not limited to, accessing data of which the employee is
not an intended recipient or logging into a server or account that the employee is not expressly
authorized to access, unless these duties are within the scope of regular duties.

xi. Effecting disruptions including, but not limited to, network sniffing, pinged floods, packet
spoofing, denial of service, and forged routing information for malicious purposes.
xii. Port scanning or security scanning is prohibited unless Zoho Corporation IT Services approves it
after a prior notification is made.
xiii. Executing any form of network monitoring which will intercept data not intended for the
employee's host, unless this activity is a part of the employee's normal job/duty.

xiv. By-passing user authentication or security of any host, network or account.

xv. Introducing honeypots, honey nets, or similar technology on Zoho Corporation's network.
xvi. Interfering with or denying service to any user other than the employee's host (for example,
denial of service attack).

xvii. Using any program/script/command, or sending messages of any kind, with the intent to
interfere or disable a user's terminal session via any means, locally or via the
Internet/Intranet/Extranet.

7. EMAIL AND COMMUNICATION ACTIVITIES

When using the company's resources to access and use the Internet, users must realize they represent
the company. Whenever employees state an affiliation to the company, they must also clearly indicate
that "the opinions expressed are mine and not necessarily those of the company". Questions may be
addressed to the IT Department.

i. Sending unsolicited emails, including but not limited to advertising material to individuals who
did not specifically request such material (email spam).
ii. Any form of harassment via email, telephone or paging, whether through language, frequency,
or size of messages.

iii. Unauthorized use, or forging, of Zoho Corporation's email header information.

iv. Solicitation of email to any other email address other than the intended recipient, with the
intent to harass or collect replies.

v. Creating or forwarding "Chain letters", "Ponzi" or "Pyramid schemes" of any type.

vi. Use of unsolicited email originating from within Zoho Corporation networks of other
Internet/Intranet/Extranet service providers on behalf of, or to advertise, any service hosted by
Zoho Corporation or connected to Zoho Corporation's network.
vii. Posting the same or similar non-business-related messages to large numbers of Usenet
newsgroups (newsgroup spam).

8. BLOGGING AND SOCIAL MEDIA

i. Blogging by employees, whether using Zoho Corporation’s property and systems or personal
computer systems, is also subject to the terms and restrictions in this policy. Limited and
occasional use of Zoho Corporation’s systems to engage in blogging is acceptable, provided it is
done in a professional and responsible manner, does not violate Social Media policy of Zoho, is
not detrimental to Zoho Corporation’s best interests, and does not interfere with an employee's
regular work duties. Blogging from Zoho Corporation's systems is also subject to monitoring.
 ii. Zoho Corporation's Confidential Information policy also applies to blogging. As such, employees
are prohibited from revealing any confidential or proprietary information, trade secrets or any
other material covered under Zoho Corporation's Confidential Information policy when engaging
in blogging.

iii. Employees shall not engage in any blogging that may harm or tarnish the image, reputation and
goodwill of Zoho Corporation and any of its employees. Employees are also prohibited from
making any discriminatory, disparaging, defamatory or harassing comments when blogging.

iv. Employees may also not attribute personal statements, opinions or beliefs to Zoho Corporation,
the company, when engaged in blogging. If an employee is expressing his or her beliefs and
opinions in blogs, the employee may not, expressly or implicitly, represent themselves as an
employee or representative of the company. Employees assume any risk associated with
blogging.

Apart from following all laws pertaining on the handling and disclosure of copyrighted or export
controlled materials, trademarks, logos and any other intellectual property of Zoho Corporation may also
not be used in blogging activity.

9. POLICY COMPLIANCE

A. COMPLIANCE MEASUREMENT

Zoho Corporation IT Services team will verify compliance to this policy through various methods,
including but not limited to, business tool reports, internal and external audits, and feedback to the
policy owner.

B. EXCEPTIONS

Any exception to the policy must be approved by Zoho Corporation IT Services team in advance.

C. NON-COMPLIANCE
An employee found to have violated this policy may be subject to disciplinary action, up to and including
termination of employment.
10. DEFINITIONS

Term Definition

A. BLOGGING :

Writing a blog. A blog (short or weblog) is a personal online journal that is frequently updated and
intended for public consumption.

B. SPAM :

Spam includes but not limited to unauthorized and unsolicited electronic mass mailings.

C. IT INFRASTRUCTURE :

Internet/Intranet/Extranet-related systems, including but not limited to computer equipment, software,

operating systems, storage media, network accounts providing electronic mail, web browsing, and FTP.

11. RELATED STANDARDS, POLICIES AND PROCESSES

● Social Media Policy

● Access Control Policy
● Password Policy

I hereby certify that I have read and understood the terms and conditions specified above.

Signature: {{Signature:Recipient1* }}

Name : LAKSHMI PRIYA G

 Social Media Policy for Zoho

At Zoho, we encourage employees to participate in online communities, blogs, and other social
networking platforms as these provide a rich experience of learning, assimilating information, and
developing new ideas. However, we believe that the ethics, confidentiality and values of the company
must be respected, while we involve ourselves in any form of communication with an external party
or individual(s).
There are some guidelines to remember and observe while participating on ANY online platform:
A. Creation of profiles (or pages)
1. You are encouraged to create personal accounts on social media platforms and communities.
However, you should avoid using your @zohocorp.com email address for the same.
2. While creating personal accounts, you may mention your job/role at Zoho. If you do mention that
you work for Zoho, you must use your real full name. However, ensure that your username on any
online platform does not include the brand name "Zoho".
3. In case you have chosen not to reveal your real name on a social network, please do not associate
yourself with Zoho in any form.
4. Do not create profiles or pages on any social network, impersonating a Zoho employee.
5. Do not create an online profile (or page) that represents the Zoho brand, team, or any Zoho product.
B. Listening and Learning
1. You are encouraged to listen to online conversations and discussions about the Zoho brand,
products, teams and events. It is also great to follow industry leaders on social media
channels/platforms.
2. In case you come across an online conversation, discussion or post that you feel requires a response
or action on behalf of Zoho, you may email it to the central social media team
([email protected]).
3. In case you are the owner for a product related feedback reported in an online forum, you may take
appropriate steps to address the feedback. However, you must communicate our response about such
feedback only via a communication channel owned by Zoho.
(See section D 2 and D 3)

C. Sharing Content
1. You are free to share any piece of content (from/on your personal social profiles) that has been
published on official Zoho sites and social media channels/platforms (like Facebook, Twitter, and
blog).
2. With respect to third-party content (published by someone outside of Zoho) related to Zoho brand,
products, teams and events, you may share such content. However, we do expect you to use your own
judgment in deciding how a particular piece of content reflects on Zoho's brand image and whether
you should be sharing it.
3. Do not create an online profile that shares only Zoho related news and content. It neither adds any
value to Zoho as a brand, nor to you as an individual, nor to the social network in general. Avoid
maintaining such Zoho-talk-only accounts.
4. Please remember that any kind of information available on our internal networks: Connect, Forums,
Internal Blogs, etc. is not meant to be shared on external networks, social networking sites or to
individual(s) outside of Zoho. This includes announcements from the CEO, HR and Admin. It also
includes announcements regarding upcoming products, features, etc. Do not share any such content,
unless you are explicitly asked to share a piece of relevant information with your friends, for e.g. job
openings. If there is a news item that needs to be announced, the team handling PR shall speak to the
press and media contacts. Please note that any violation with respect to sharing of internal
communication outside of Zoho, during or after employment, is liable for prosecution.
5. No media (images and videos) recorded during internal events or team activities should be shared
without approval from the social media team at Zoho.
D. Communicating with stakeholders
1. If you wish to communicate with a stakeholder (a customer, prospect, partner, etc.) you should
preferably channelize such official communication through a Zoho-owned channel.
2. All official communication and interaction on Facebook, Twitter and Instagram, (including
communication with stakeholders as well as official announcements) is managed by the central social
media team. You are requested to refrain from commenting on behalf of Zoho, on such channels.
(Also see: section B2 and B3)
3. However, if you wish to communicate with a stakeholder (a customer, prospect, partner, etc.) on a
professional network like LinkedIn, please ensure that you exercise restraint and common sense in all
such communication.
4. If you are disclosing your identity as a Zoho employee, your opinions might be directly associated
with Zoho by other observers/participants on these platforms. (Also see: section A2.) Hence, it is
critical to exercise caution.
5. While making such communications and connections with Zoho's stakeholders or anyone who
mentions/tags Zoho, remember that it should be about exchanging value and not about pushing your
own agenda or thrusting your own opinion.

E. Responsibility and Ownership

1. As far as your online presence is concerned, understand that there is only a thin line separating your
personal identity and professional identity. While you have complete freedom and right to publish any
content on your personal social profiles in your personal capacity, understand that the reputation of
Zoho is associated with you and the content that you publish, as you may be identified as an employee
of Zoho. Therefore, remember to always use good judgment and common sense in deciding what you
publish. Please remember that the internet never forgets and hence, you must always check before
you publish. In case you're unsure if a message or a piece of content is appropriate, please seek advice
from any of the contacts mentioned below. Ultimately, you own the responsibility for the content you
publish on the web.
2. Remember to maintain a respectful and polite tone in your conversations. Do not make personal
attacks or offensive comments against individuals. Stay humble.
3. If you realize that you have made a mistake, be the first one to accept it. If you are making an
amendment in an article you wrote on the Zoho blog, let the readers know that you have made the
change.
4. Do not mention or quote a stakeholder (customer, partner, and colleague) without his or her prior
approval. Remember, everyone may not feel comfortable about being quoted. Get their consent.
5. While you may take photographs/record videos within the Zoho Office premises, always use your
sense of judgement, prudence and common sense before sharing such photographs or videos on social
media platforms. If the photographs/videos include individuals other than the intended participants
(such as current or former employees, customers, vendors, etc), ensure that you have obtained the
concerned individuals’ permission before sharing such photographs/videos. Examine the
photographs/videos before sharing them to ensure that the photographs/videos do not reveal any
sensitive or confidential information about Zoho that is likely to cause security concerns. In case you
are unsure if a photograph or video is appropriate, please seek advice from any of the contacts
mentioned below before sharing such photographs/videos.
6. Respect copyright and Intellectual Property Rights. Don't just assume that you can use an image,
just because you found it on the internet.
7. Do not engage in any underhand or unethical ways of increasing followers, likes, or other forms of
social media engagements for any Zoho product.

Contacts:
In case of doubts or clarifications with respect to any of the above, or situations that you feel have not
been addressed in the above mentioned points, please feel free to get in touch with any of the contacts
mentioned below.
Zoho
 ● Praval Singh - [email protected]
● Meera Sapra - [email protected]
● Ritika Datta Roy - [email protected]
● Emily Sloan-Pace - [email protected]
Manage Engine

● Ajay Kumar K.G - [email protected]

● Lisa Ramie - [email protected]
● Priyanka Prasad - [email protected]
● Dinesh T U - [email protected]

Signature: {{Signature:Recipient1* }}

Name : LAKSHMI PRIYA G

 ANTI-SEXUAL HARASSMENT POLICY

Introduction

Zoho and its subsidiaries (collectively referred as “Zoho”) recognize that the right to work with dignity is
a basic human right. Zoho is committed to providing a discrimination-free, harassment-free, and safe
work atmosphere for all its women employees, including temporary employees and trainees. This Anti-
sexual Harassment Policy has been developed to prohibit, prevent, and deter the acts of sexual harassment
at workplace and to provide the procedure for redressal of complaints pertaining to sexual harassment.

Sexual Harassment
Sexual harassment includes any unwelcomed sexually-determined behavior such as physical contacts and
advances; sexually colored remarks; showing pornography; and sexual demands, by words or actions.
Such conduct can be humiliating and may constitute health and safety problems. It is discriminatory when
the victim has reasonable grounds to believe that his or her objection would disadvantage the victim in
connection with employment or that it might create a hostile working environment.

Constitution of Anti-Harassment Complaints Committee

In accordance with the guidelines laid down by the Supreme Court, a Harassment Complaints Committee
(“committee”) has been constituted to conduct enquiry and take appropriate actions for redressing
harassment complaints.
The members of the committee and their contact details will be published in our internal portal (
https://connect.zoho.com/portal/intranet/stream/105000031745804) and in the notice board.

The committee will consist of five (5) members among whom at least three (3) members must/will be
women.
The committee will be headed by the General Counsel. In addition, the committee will consist of the
following:

1. A senior women employee who has been working at Zoho for at least ten (10) years,
2. An employee from HR team,
3. An employee from Legal team, and
4. An independent member who is familiar with sexual harassment issues.
The quorum for the purpose of conducting any meeting or enquiry will be three (3) members.

Zoho shall fill the vacancy, if any, arising out of reasons such as retirement or resignation of any
committee member, within a reasonable period. The name and contact details of the new member shall be
published on Zoho Corp Wall.

Procedure for Lodging Complaint

If you believe that you are being sexually harassed, or your colleague is being sexually harassed by one or
more other employees of Zoho Corp, you must report the incident to any member of the committee
immediately in writing (including by email). If you need assistance for reducing the complaint to writing,
feel free to contact any member of the committee, your manager, or the HR team. They will assist you in
filing the complaint.

Enquiry Procedure

A committee member, upon receipt of a complaint from an employee, shall call for a committee meeting
within a week of receiving the complaint.

During such meetings, the committee shall prepare and hand over a statement of allegation to the
person(s) against whom the complaint is made and give such person(s) an opportunity to submit a written
explanation within seven (7) days of the meeting.

The complainant shall be provided with a copy of the written explanation submitted by the person against
whom the complaint is made.

If the complainant or the person against whom complaint is made wishes for any witness(es) to be called,
the complainant or the person against whom complaint shall communicate in writing to the committee,
the names of such witness(es). The committee shall call upon all witnesses mentioned by both the parties
and record his/her/their evidence in writing.

If the complainant wishes to tender any documents by way of evidence before the committee, the
complainant shall produce such documents. Similarly, if the person against whom complaint is made,
wishes to tender any documents in evidence before the committee, the said person shall produce such
documents.

The committee shall provide every reasonable opportunity to the complainant and to the person against
whom the complaint is made, to put forward and defend their respective cases.

The committee shall complete the enquiry within reasonable period but not beyond three months and
communicate its findings and its recommendations for action, to the HR team. In accordance with the
recommendations proposed by the committee, the HR Manager will take appropriate action against whom
the complaint is made. Appropriate action may include transfer, withholding promotion, suspension, or
even dismissal.

In case the committee concludes that the conduct of the person against whom the complaint is made
amounts to a specific offence under the Indian Penal Code, it shall be informed to the HR Manager. The
HR Manager shall initiate an appropriate action in accordance with the law, by filing a complaint with the
police. The employee, who is a victim of sexual harassment, may, in addition to the above, seek other
legal remedies available to the victim.
If the enquiry reveals that the allegations in the complaint are false or have been made with malicious
intent, appropriate disciplinary action will be taken against the complainant.
Documentation

All statements, responses, and decisions should be documented and signed by all members of the
committee and the parties of the proceedings (including witnesses).

Harassment by an Outsider or a Third Party

If an employee is harassed as a result of an act by a third party or an outsider, Zoho will take all the
necessary and reasonable steps to assist the affected employee, in terms of support and preventive actions.

Confidentiality

All information pertaining to the enquiry shall be kept confidential. Any person (including a witness) who
breaches confidentiality shall be subjected to disciplinary action.

Policy against Retaliation

Regardless of the outcome of the complaint, made in good faith, the employee lodging the complaint and
any person providing information or any witness, will be protected from any form of retaliation. While
dealing with complaints of sexual harassment, the committee shall ensure that the complainant or the
witnesses are not victimized or discriminated against by the accused. Any unwarranted pressures,
retaliatory, or any other type of unethical behavior from the accused against the complainant while the
investigation is in progress should be reported by the complainant to the committee as soon as possible.
The committee shall report such incidents to the HR Manager for disciplinary action to be taken.

Signature: {{Signature:Recipient1* }}

Name : LAKSHMI PRIYA G